Organisation Behaviour and Theories of Motivation - Coursework Example

Organizational Behavior Case Study The Case Study: Michael Ferro Jr, Believes that an occasional kick in the pants is good for employee motivation .Ferro is the 31 Year old foundering and CEO of Click interactive Inc, a Chicago based software design firm. The organization has been innovative enough to validate a 24 hour tracking system. This tracking system entails communication between manufacturer, supplier and distributor. Also this round the clock service facilitates the tracking of delivery orders etc The major clients include Mitsubishi, Motorola, and Omron Electronics . Ferro has created what he calls the “penalty box “for his programmers who are burned out or who act overly cocky. In actuality, this is a temporary assignment, from a few weeks to a few months – in the company’s sales department. While those chosen may see such a stint as a penalty, Ferro focuses on the positive. It gives the isolated programmers new experiences and broadens their responsibilities. The punishment part of the Box is that all sales people, including people is that all sales people including programmers on temporary assignment , are required to wear professional business attire at all times . Jeans and T shirt worn by the programmers on the job. Among programmers, who value their informal dress and insulated lifestyle, wearing suits is somewhat humiliating. In addition most programmers don’t particularly like giving up the cloistered existence of working full time on their computer. Instead of writing software, the temporary sales assignment requires programmers to call on customers. This isn’t easy for people who are used to spending all. Day in front of a computer and who have been chosen this profession to a large degree because of the job isolation and independency. While there is a stigma attached to being temporary assigned to sales, some of the programmers acknowledge the value of assignment. Jim Heising for example admits that he has gained some valuable insights to customers while forced to make sales call. Now the company’s Chief Technologist hewing says that although sometimes customer requests are far fetched, other times they come up with great ideas that can actually be implemented. While Click is only three years old, the company is growing rapidly. In a marketplace where it has to compete against monstrous corporation, such as IBM Ferro believes that being different can pay big dividends. (Brown, 76-78) Case Study Analysis: By motivation is meant …… It wouldn’t be wrong to begin this case analysis by paying attention to appreciative motivation in particular. there are a lot many individuals who view their Motivation , wrongly as a personal trait , which means some individuals possess it and some do not .in actual experience ,we can define motivation as the process that accounts for and individuals intensity , direction and persistence of effort toward attaining a goal . As our focus and the focus of our study will be narrowed down to keep us focused towards general motivation. Our focus will also entail focusing upon the specific goals of the organization. This is particularly done to show off the interest of the organization in the behavior which the employee work represents. Theories of Motivation: The Hierarchy of needs theory: This is no doubt the most well known theory of all times. Also the most suitable and the most applicable in today’s world. This is Abraham Maslows,” Needs theory “. His hypothesis basically included the fact that within each human being, there exists a hierarchy of five needs. In the following manner: 1) Physiological Needs: these imply our basic needs are basically as essential as keeping us individuals alive and healthy. These include, food, shelter, and thirst etc. other necessary bodily needs are also included 2) Safety needs: these include the feeling of being secured, and protected from any physical or emotional harm that may arise. 3) Social Needs: these are what we deem as emotional and very basic on those terms. The feeling and emotion of affection, being loved, self respect, and esteem etc. 4) Esteem Needs: these include human behavior and emotions internal elements, recognition, status, and achievement along with attention are some examples. 5) Self Actualization: these needs imply the energy that all of us human beings possess. The energy and the motivation of being what we want to be. In other words being able to achieve, what we believe is our individual potential. The other Major theory that directly seems to relate to the case is that of Theory X and Theory Y. Theory X and Theory Y: It was Douglas McGregor, who put forth this notion of humans having two distinct views from each other .Theory X was labeled Negative and Theory Y Positive. . McGregor’s view was that the managers view their employees in tow distinct and highly varying groups. This means the manager’s views differ and vary from group to group. There exist certain assumptions, in each of the theories being discussed herein: Theory X Entails: The fact that there are certain specific employees who inherently will dislike their work, and will avoid doing it whenever they think it is possible. Since employees dislike their work and work environment, they require constant monitoring and threatening. In order to make sure they are on the right track. This can be done through punishments. Employees under this umbrella of thought tend to avoid responsibilities and try and avoid them , Most of the employees then rate security as the factors of work. In comparison to these too, the positive aspects. Herein: 1. The employees take their work as routine and everyday life 2. If zeal and commitment is present in the employees, there’s no stoping. 3. Any average individual will very easily be able to accept and carry out that responsibility. The case study entails a lot of the procedures which seems to be based on Maslow theory. The top management has to be aware, of the plans. The case study majorly consisted of Michael Ferro, and his organizational work. The penalty box idea was just a tool that was used for exchange of information. There is ascertaining specific dress code. There was a strict the rule of not wearing shabby clothes to work. And there we head: the theory X fits the situation perfectly. Click being an old company for three months. This, I would like if A, B, C and S, are also amperes. The case study is aimed at letting individuals decide if, this will in turn be considered as punishment and not as a motivator. Now, moving over to the concept of operant conditioning we observe. That basically by the process and effect of operant conditioning is meant a sequential process. This process entails in itself, an array of punishments and motivational rewards at the same time. These elemental sources are used to derive what is actually required off the employee’s efforts. Also this facilitates in shaping the employee behaviors the way we want them to be. An important facet of the operant conditioning is the fact that it is made up of two basic elements. These two elements majorly deal with experiences of our daily lives and also human psychology. In other words, (1) This is a very gradual and careful development process that takes place. This occurs as a result of a specific act. (2) The core concept behind operant conditioning is as follows: the mode of the present behavior is what makes it easier for us as individuals to foresee the future behavior .another very basic idea of Operant conditioning is the fact that there are elements in the external environment, which tend to influence an individuals behavior at work. It was B.F.Skinner a Harvard psychologist who basically pioneered this study of behavior during the 1930’s. And it was him through which this element was to be taken so importantly .it was because of the reason that Skinner had named his brand name operant conditioning this was basically done to distinguish between the two conditioning theories. The Russian physiologist Ivan Pavlov further presented the situation as classical conditioning. This Classical conditioning is in fact actually just concerned with its own self. This also can be learnt behavior. It was an amazing experiment under which Pavlov used to train dogs. His training was basically to teach the dogs to act upon hearing the bell. On the other hand if we look at operant conditioning only we would observe that we are talking more about specific and non impulsive behavior .The way that operant conditioning can be put to work is by both rewarding as well as punishing certain specific behaviors of employees. But these rewards and also these punishments should be based upon the consequences, which should be forecasted. The question here arises, what actually reinforcement defines. Reinforcement, defines, a possibility which is quite broad, this possibility is that of the future behavior that will come up. However any punishments will for sure lessen the possibility of these occurring. If the aim is to remove the element of re enforcement from a certain behavior this process would be known as Extinction. Further, divulging into the theories and literatures being presented until now, about organizations management. We cannot ignore the fact everywhere, most of the theorists define the element of Operant conditioning as a vital part of the re enforcement theory. This implies the fact that behavior modification is an essential part of the process. Operant conditioning is not something which would be influenced by attitudes, way of life, intentions, and momentum. These elements should then be used to spawn for the forecasting as well as the influencing of a behavior. Yet although, Skinner and other behaviorists as an alternative, visualize these ideas to look for their origin in external conditions and also in the reinforcement. For this explanation, the management theorists who basically agree to the notion of being able to conceive the secondary factors—the environment—to give clarification and influence behavior within the work place. The recruits continuously are in a process wherein: various kinds of behavior are being learnt. This process seems to continue always before or after the name of the corporation. There are certain behaviors that deserve punishment and certain ones that demand rewards. Both of these are distinctively punished or rewarded with what the organization thinks is the best way of doing so. The work place behavior can imply a lot many consequences. There can be rewards, in form of pay raise, promotions, punishments in form of demotions etc. It is when we can directly link or associate these consequences with a particular set of behavior, that we can better comprehend the relationship between the two. Avery comprehendible way of understanding this would be taking an example of coming into contact with a very ho stove, and getting burnt as a consequence (immediate). On the other hand, nearly all penalties within a corporation are merely in part dependent upon the actions and the presentation of employees. As a consequence to this occurrence there exists time and again a complete set of connections of associations among the behavior of the employee and the consequences that follow. These are the exact associations which are known as the schedules of re enforcement. When we tend to apply the concept of operant conditioning to these associations we end up creating schedules for reinforcement along with controlling the schedules. The concept of a never-ending reinforcement schedule is such that they tend to occur in situations in which all acts are reinforced. Intermitted schedules on the other hand wherein only some of the acts are reinforced. In contrast, intermittent schedules are those situations in which only some instances of an act are reinforced. In accumulation, subsequent to a precise: form of conduct has been learned, it will get hold of a place more often. In addition, reinforcement is competent of being optimistic or unenthusiastic after new employees make obvious they have sufficiently learned their jobs. Negative reinforcement, on the other hand, ought to be puzzled with punishment, which involves unwanted penalty and diminishes the probability of an act being repeated. Negative reinforcement, rather, is a kind of a reward that removes constraints or other elements from the work environment to give confidence to the employee behavior. Dealings or procedures that intensify the likelihood that assured behavior will come about in the future are called reinforces. These can be which can be divided into primary and secondary reinforcers. Primary reinforcers are belongings such as foodstuff, dampen, and sanctuary that are worthwhile all by themselves, at the same time as secondary reinforces are belongings Such as cash that have a reinforcing effect for the reason that of their relationship with primary reinforcers. However, reinforces possibly will not always succeed in reinforcing behavior. If an individual is not feeling thirst, for instance, water possibly will not provide as an effective rein forcer for the persona. Punishment can be deemed as the purpose of unnecessary acts and behavior. What's more that this way we will be able to be deeming as the killer of positive rudiments which consequences in a behavior that is not necessarily needed or wanted. Nonetheless, negative and depressive penalty must be meted out with contemplation of how it will affect individual workers, because what constitutes punishment for one worker may not for another. At the end of the day, these penalty or stimulus must be associated to the undesired UN wanted and lessen the chance of it reoccurring in arrange for them to constitute punishment in the technical sense of the operant conditioning approach. Furthermore, effective punishment usually embodies the following qualities: it is dependable, immediate, impersonal, and contingent on specific behavior. Finally, punishment should be informative—letting employees know why they are being punished—and employees should recognize that future punishment can be avoided by refraining from the undesired behavior. RECENT STUDY A research article in 2004 by Timothy R. Hinkin and Chester A. Schriesheim establish that in a study of 243 employees of two extraordinary generosity organizations, those employees who received feedback from their managers, whether positive feedback or negative/corrective feedback, showed improved performance. This study also brings into being that oversight of explanation on good performance diminished worker effectiveness and reduced worker satisfaction. This ropes the theory of operant conditioning that suggests a performance that is completely unseen will sooner or later be extinguished. Operant conditioning has been productively practical in a lot of settings: clinical, for individual behavior modification, teaching, for classroom management, instructional development, for programmed instruction, and management, for organizational behavior modification. For this reason, recruits who have learn the apposite modus operandi for entrancing purchaser orders have the utmost prospect of long-lasting to do so in the approved style if managers praise an alternating schedule after the performance has been educated. References 1) http://youtube.com/watch?v=kutqhdJ3hM4Bibliography. 2) May 18, 1998, Based On E brown ,” Spare the Rod ….”,Forbes , Pg 76-78, Book source: Organizational Behavior , By Stephen P Robbins , Ninth Edition ., Chapter 6 : Basic Motivation concepts 3) Read More