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In the organisational process, there are various problems faced by the company, which are consisted of many problems. The complexities in human behaviour in the workplace have occurred for different types of reasons. The behaviour complexity arises from the different types of the complex situation in the workplace. These directly impact organisational performance for a long time (Paais and Pattiruhu, 2020). In order to employ the perfect situation in the workplace, different theories and models help to improve the situation. In this regard, this report will investigate the complexity of human behaviour in organisational performance and its impact on the organisation.
In this regard, this particular report will choose a topic from which is Motivation for Improving Performance at Work. And relation to this factor, critical theoretical findings and discussion will make through the different sources and primary research. All required sources in this report will be gathered from authentic and relevant sources.
Motivation for Improving Performance at Work
The success of a business relies on its capacity to inspire its workforce. It is the level of commitment, fervour, and energy that a firm’s personnel bring to work every day. Without it, firms will have reduced efficiency, decreased amounts of output, and a greater probability of missing important goals. According to Aliyyah et al. (2021), Workload has a detrimental impact on employee performance in government public sector organisations. However, performance is influenced by work engagement. The Competence influences employee workload motivation is favourable while adversely influencing employee work motivation. Worker performance is bly impacted by competency via work motivation. The word’s motivational intent encourages the employee’s requirements to be satisfied so that the employee may adapt to his or her situation. Therefore, inspiration is a state that encourages workers to be capable of accomplishing the objectives of their purposes.
According to Al Banin, Eliyana and Latifiyah (2020), the most effective method for leaders to use to affect their workforce's motivation is to stimulate positive feelings among their employees. Emotionally intelligent leaders will have the ability to properly monitor not just their own emotions but also the emotions of those they lead. These leaders are consequently more likely to display empathy, which may elevate people by encouraging them to work harder. Empathy is a quality that leaders should strive to develop. "a branch of study devoted to knowing, explaining, and improving generally the attitudes of people and groups in organisations," is how organisational culture is described. The culture of an organisation has a significant bearing on each person, his performance, and even the environment in which they work (Elvie, 2019). One of the most important factors that serve as the major motivation or incentive for a person to perform in a certain profession is the compensation that they get. Employees are motivated to contribute their knowledge, skills, effort, and time to the company in addition to having another incentive, which is the desire to be compensated for the job that they have completed.
Self-efficacy has proven to be a more effective predictor of behavioural results than any other motivating notion, particularly in educational psychology. It has been demonstrated that organisational commitment and involvement influence employees' motivation (Cherian and Jacob, 2013). It’s been observed that an employee’s dedication to her work is influenced by his ability to link his desire to their performance and that self-efficacy is a forerunner to this drive.
According to Hajiali (2022), employees seem to be less motivated since their demands for a fulfilling life, a healthy body, and a family, as well as their wants for a presence and for, social contact and romantic relationships, are not being addressed. In order to satisfy development demands, work, creative, and artistic requirements are not being addressed. This is the main cause of poor employee motivation to enjoy their jobs and perform much better. Leaders should use Clayton Alderfer’s ERG theory, which claims that everyone must be motivated to accomplish the ERG needs of existence (Existence), connection (Relationship), and development in order to comprehend the effects of poor work engagement on job satisfaction and staff performance (Growth).
Tumi, Hasan, and Khalid (2022) used Equity theory and Expectation theory as pertinent theories for motivating employees. According to his evaluation, there are five ways to shed light on behaviours: needs, intellect, reward, work qualities, and emotions or sentiments. Work motivation is a factor that controls and maintains an employee’s behaviour. Numerous psychology research has shown that numerous positive behaviours that are necessary for an organisation to function properly are produced as a consequence of motivation. It should be expected that the psychological and motivational components of human capital development strategies would enhance overall organisational performance.
In regards to this topic, this research has initiated an interview among the managers of a beer company named BrewBite in the UK. The interview has taken based on a structured interview of the two management staff and among two employees.
Management Staff 1
The answer to Question 1: Yes, employee motivation is a key solution to the working performance of the employees. From the evaluation of the performance, we have seen that the motivation among the employee's work has a positive impact on psychology which improve their performances. Actually, it is basically based on the individual’s mentality.
The answer to Question 2: Yes, we have applied this thing, and we are always motivated our employees to cope with the cultures. Because we have hired only the efficient employees, therefore, the motivation can help to hang them with a high level of performance in their work process.
Management Staff 2
The answer to Question 1: I think motivation is about psychology. When a person has some positive things in his or her in that case situation, he or she can easily take the motivated lines of others. Even from a tough situation in the organisational culture, they can get motivated points.
The answer to Question 2: Yes, we have applied the motivational approaches in our company culture. But it is not successful at all points of employee performance. From the evaluation, we have seen that people are mostly not cared about the culture or they have found something difficult in the organisational culture. Therefore, this is not working at all.
From the different types of sources, it has been seen that in the organisational process, motivation can enhance individual skills. From the sources of different types of literary sources, it has been seen that motivation is important for the improvement of individual skills. From the case study of, Personality on BrewBite, it has been seen that as a role of HR manager Mike Smith has recently faced many issues like lack of adaptability in culture, lack of motivation in the workplace etc. In this regard, the interview was conducted among the two-management person of this organisation. In this regard, management staff has said that the level of productivity achieved by workers may be significantly improved by motivating their workforce. As a result of doing an analysis of the workers’ performances, they have discovered that increasing their levels of motivation has a beneficial effect on their psychological well-being, which in turn leads to improved performance. In point of fact, it is mostly determined by the psyche of the person.
In this regard, from the literary sources of Al Banin, Eliyana and Latifiyah (2020), it has been seen that the most effective technique for leaders to affect their employees’ motivation is to evoke positive feelings in them. Emotionally intelligent leaders will be able to monitor not just their own emotions but also the emotions of those they lead. As a consequence, these leaders are more likely to demonstrate empathy, which has the potential to elevate people by pushing them to work more. Empathy is a quality that leaders should strive to develop. The definition of organisational culture is "a branch of study devoted to understanding, explaining, and improving the attitudes of people and groups in organisations."
In the question of implementation of motivation approaches at the workplace, interviewee one said that they had implemented the motivational approaches among the employees. In order to cope with the organisational culture, motivation is essential, and it can enhance performance. In this regard, from the literary sources, it has been seen that Cherian and Jacob (2013) have said that, Self-efficacy has shown to be a more reliable predictor of behaviour results than any other motivating notion in educational psychology. Work motivation has been demonstrated to be impacted by work engagement and involvement factors. Self-efficacy has been shown to be a forerunner to this drive, and it has been observed that a worker’s dedication to her job is influenced by her ability to tie her desire to her performance.
From the interview regarding the first question, it has been seen that motivation is a psychological issue. A person might readily adopt the inspired words of others when they have some great things going for them at that particular moment. The company culture may still drive them despite challenging circumstances. From the literary sources of Aliyyah et al. (2021), it has been seen that Workload has a detrimental impact on employee performance in government public sector organisations. However, performance is influenced by work engagement. Competence influences employee workload motivation favourably while adversely influencing employee work motivation. Worker performance is bly impacted by competency via work motivation.
The word’s motivational intent encourages the employee’s requirements to be satisfied so that the employee may adapt to his or her situation. From the interview session, it has been seen that interviewee two has determined that the majority of individuals either do not care about the organisation’s culture or find some aspect of it to be challenging. Consequently, this does not function at all. Therefore, from the evaluation of the primary sources and literary sources, it has been seen that motivation is an effective aspect that can resolve the complexity of human behaviour in the workplace.
There is a slew of organisational challenges confronting the company, all of which need to be addressed. Human behaviour in the workplace has become more complicated as a result of a variety of variables. A wide range of job conditions spawns complex behaviour. These factors have a long-term impact on the company’s performance. In order to create the optimal working environment, several theories and models are used. Organisational performance and financial results may be adversely affected by the complexities of human behaviour, as this study examines below. As a result, the research article in question has chosen to focus on the importance of motivation in the workplace. In this regard, this report has conducted an interview among the two management staff from BrewBite Company.
From the interview session, it has been seen that motivation works in employee performance and helps them to adapt to the work culture. But it is all about the psychology of the individuals in the workplace. The literary sources have suggested that motivation can help employees to adapt themselves to the work culture. Most leaders have used motivational theories in their workplace like ERG theory, equity theory etc.
From the above evaluation, it has been seen that motivation has played a core role in the workplace. While from the case study of Personality on BrewBite, Smith as an HR manager, cannot adapt to the workforce culture. In order to address complexity in human behaviour in the workplace, the management should apply the human behaviour theory in their workplace that can help to resolve the human complexity.
Social Cognitive Theory
Social cognitive theory, which is used in psychology, education, and communications, claims that seeing others in the context of social interactions, emotions, and external sociocultural elements may contribute to some of a person’s knowledge growth (Zaki et al., 2010). It has a beneficial effect because it examines how social interactions, emotions, and thoughts affect learning. It focuses on a few cognitive functions staff members utilise during learning. Vicarious education is the practice of learning from others.
Theory of Planned Behavior
A psychological theory that connects ideas and conduct is known as the theory of planned behaviour (TPB). According to the idea, an individual’s behavioural intentions are shaped by three fundamental factors: attitude, subjective norms, and perceived behavioural control (Gh et al., 2021).
Goal Setting Theory
Developing a course of action that will motivate and drive an individual or group toward the achievement of a particular goal is an essential part of goal setting. Goals need more deliberation and planning than desires or hastily conceived intents. When one sets goals for themselves, they are guiding their thoughts, emotions, and behaviours toward the accomplishment of those goals (Locke and Latham, 2019). Examples of the goal-setting theory of motivation include providing each worker with his or her own personal objective and maintaining open communication among all employees regarding the organisation’s overarching objectives in order to guarantee ongoing commitment and collaboration among employees.
Maslow’s Hierarchy of Needs
Maslow’s hierarchy of needs is a psychological theory that explains why individuals are driven to seek particular desires at different levels. The theory is based on the idea that people’s basic needs come before their wants. The concept states that individuals are compelled to place a high level of importance on satiating their own desires. The criteria that are the most basic come first (Hopper, 2020), followed by the more advanced needs. The concept states that individuals are compelled to place a high level of importance on satiating their own desires. The criteria that are the most basic come first, followed by the more advanced requirements.
The expectation theories suggest that a person will behave or act in a certain way since they are energised to pick a particular behaviour over the others due to what they anticipate the success in one context will be. This motivation to select a specific behaviour over others comes from an individual’s anticipation of the outcome of the behaviour which they will choose (Chopra, 2019). Management must make sure that incentives promised are given, and that staff members are informed of this.
Figure 5: Expectancy Theory
(Source: Chopra, 2019)
According to Vroom, an employee behaves in ways that produce pleasure and prevent suffering because of the psychological interaction between the employee’s ideas regarding Expectancy, Instrumentality, and Valence.
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