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Motivation and Employee Behaviour in Business Organizations

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Added on  2020-02-24

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A generational group in the work place can be defined as a group divided in accordance to age, location, birth years and significant life events. However Lyons & Kuron (2014) demonstrates critical review of the empirical evidence and theoretical basis in relation to the famous idea according to which generational differences in work values exist. There is a significant difference between age and generation and those studies which are not able to identify such difference are not able to make a simple observation related to the predicted differences in work values. Values

Motivation and Employee Behaviour in Business Organizations

   Added on 2020-02-24

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Running Head: BUSINESS ORGANIZATIONS Business OrganizationsName of the studentName of the universityAuthor note
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1BUSINESS ORGANIZATIONSIntroduction Understanding motivation and employee behaviour has been a topic of interest formanagers organization development experts and researchers as they have the objective ofminimizing risk and maximizing human potential. Focus is being provided on themanagement and working with individuals or groups divided into multiple ages andgenerations by scholarly researchers, sociologists and human resources specialists. Agenerational group in the work place can be defined as a group divided in accordance to age,location, birth years and significant life events. Those who share social and historicalexperience having a relatively stable effect on their course of life are referred to as agenerational group which is referred to as a cohort. However Lyons & Kuron (2014)demonstrates critical review of the empirical evidence and theoretical basis in relation to thefamous idea according to which generational differences in work values exist. The principlesof generations is fundamental in Sociology theory however the empirical evidence in relationto academic for generational differences in work values is mixed at best. There is asignificant difference between age and generation and those studies which are not able toidentify such difference are not able to make a simple observation related to the predicteddifferences in work values. Methodological limitations are eminent in empirical literature asmost studies use a cross-sectional research design. This leads to confusion in relation to thedefinition of generation as compared to that of cohort along with insignificant considerationof the differences among ethnicity gender and national context . The purpose of review The young workers in modern day workplace are more worried about havingcompetent leaders, a say in the decision and getting fair pay. On the other hand the mediapictures millennials in a way which indicates that they are focused in getting kudos from
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2BUSINESS ORGANIZATIONSsuperiors and taking up the social responsibilities of their companies (Great Places to Work,2017). The purpose of this paper is to review the available literatures in relation togenerational differences in work values in order to find out to what extent the abovediscussed findings are true. Values According to Bolton et al., (2013) values are a belief which has a connection withbehavioural conduct and desirable states, they are consistent towards different events andsituations and they act as a guide towards the evaluation of other people, events andbehaviour by an individual. As provided by Inkson, Dries & Arnold (2014) an enduring beliefwhich indicates that a particular mode of end-state of existence or conduct is socially orpersonally fancied over an converse or opposite way of end-state of existence or conduct.Values are not the same as social norms which merely refers to a mode of behaviour andchange in accordance to specific situations. Values are also not the same as attitudes as theyare not bound to situations or events and the core values which people posses are much lessthen attitudes. Work Values Wrong at all 2008 defines work values as a standard which employees considertowards ensuring an appropriate action along with attitude which can be deemed asappropriate. It has been for the provided by this paper that different personalities areconsisted in generations and such personalities have an influence on work-related values heldby them. Landy & Conte (2016) states that values related to work are the conceptions held byindividuals in relation to their work activity which are desirable and reflect the Awareness ofthe individuals in relation to the working environment which they want and father actors amotivation for them to achieve such working environment. As provided by Sarma (2014)
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3BUSINESS ORGANIZATIONSvalues are helpful reflectors of actions and decisions of an individual. Values are not veryprone to change and are relatively permanent. People can be provided motivation throughallocating those activities and outcomes which are valued by them. Although a fewdifferences have been identified between work values and general values, work values can beexpressed as the outcome which people desire and want to attain through work. Theperception of employees related to the workplace are shaped by work values as they exert asignificant and direct influence on attitudes and behaviours of employees along with jobdecisions and problem solving. There exists a persistent difference in relation to work valueswhich is between extrinsic and intrinsic values. The focus of extrinsic work values are onoutcomes and consequences of work such as the rewards which are tangible in form ofopportunities, advancements, income and statues. On the other hand intrinsic work valuesfocuses on the way in which work is carried out and reflect the inherent interest related towok which carries such as opportunities to be creative and learning potentials. Other valuesof work consists of autonomy or influence towards decision making, job security andstability, contributing to the society and helping others, interpersonal relationships at workopportunity for vacation, free time and exclusion from being supervised. Different expectations and preferences are produced in relation to work by differentgenerations because of basically different events and experiences faced by them. During theearly phases of work the young workers have to take decisions which set their values inplace. A recently conducted meta-analysis by Beck & Cowan (2014) provided that theattitudes towards work are fairly stable among humans from early adolescence to adulthood.This means that same as abilities and personality traits, it is likely that vocational interestwould have effects on path followed over the course of life. Organizations can be benefitedthrough understanding work values of a group or individual by providing them structured
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