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Organizational Behavior Motivation and Efficiency

   

Added on  2020-03-23

7 Pages2319 Words49 Views
Organizational BehaviorMotivation and EfficiencyArticle CritiqueClass:Date:

Guney & Guclu (2017) discuss motivation techniques that enhance performance and productivity. According to the article, motivation is an important factor in talent development and best practice, because it enhances efficiency. The discussion highlights changes in contemporary organizations. It brings out factors that lead to success in the work place. With people at the center of the analysis, the study defines business management as strategic personnelmanagement for increased efficiency. The article involves a study of 229 paticipants featuring workers and managers in 3 different factories locations. This gives it a sizeable sample for interviews. The choice of location is also ideal because factory workers brings out the theme in focus which is motivation. The study reflects on contemporary studies in strategic management, Human Resource Management and Talent development[ CITATION Wri11 \l 1033 ]. This modern approach involves the human factor in perfomance management. The article describes motivation as an influencer to interpersonal relationships in the work place, it also identies the importance of motivation in a competive market environment. This brings out the techniques of motivation including the psychosocial factors. Unlike other studies whose focus is on talent management only, this research places an emphasis optimization of efficicency. This is a concern in global management practices which focus on an integrated approach to performance[ CITATION Kap12 \l 1033 ]. Competitiveness in the international organizations focuses on sustainability as both environment focused and an employee management strategy. The use of motivation as a technique is effective in attracting and retaining the best skills. This creates stability for the present and future of the organization. In the article, efficiency is a micro and macro economic element[CITATION Gun17 \p 2 \l 1033 ]. The authors point out that most organizations have ignored efficiency yet it is important in the optimization of resources. It supports research findings on intrabusiness efficiency as effective human resource management as part of operational efficiency[ CITATION Lee12 \l 1033 ]. The article notes that improving the manpower is an smart way to boost the efficiceny in the organization. It highlights methodologies for this and its benefits in business growth including job enrichment. The article also identifies low motivation as an anti-efficiency factor. It mentionsfactors drivig motivation in organizations.Although the article is an eye opener in discussiing efficiency, its also leaves gaps in the discusion of motivational factors. Strategists in Human Resource Management and Psychologists

would delve deeper into the motivational theories while pointing to factors that contribute to motivation[ CITATION Che17 \l 1033 ]. Theorists approach motivation from an individuals’ perspective and not an organizational notion. In this case, motivation involves the emotional, cognitive and social behavioral factors. The article identifies all major motivational theories but does not discuss their perspectives in details. For example it fails to compare McClelland’s theory of need with Behavior Modification and Reinforcement Theory for what personally encourages employees. The greatest challenge in motivation is how to motivate the individual worker[ CITATION Kap12 \l 1033 ]. This is more important than defining its importance to the business. Research proves that organizations which fail to motivate the employee. Page (2016) gives some of the reasons for employees leaving organizations. among these is lack of focus in career, job insecurity and unrealistic work loads. Efficiency is important in the organization but itdoes not exceed other factors like talent retention and cultural factors. Global organizations todayinvest in coaching, or training their employees for better perfomance. Coaching also encourages employers to lead through mentorship[ CITATION Han11 \l 1033 ]It is true that efficiency is an important factor in modern organizations. However, chart 5 featured in the discussion reveals gaps in education as an economic tool for individuals[CITATION Gun17 \p 11 \l 1033 ]. This comes out as the highest influencer of individuals followed by psychosocial tools. Further discussion on page 12 confirms that education is also a leading determinant of income levels. Professionals change jobs and travel abroad in search of greener pastures. Global organizations overcome cultural barrier by offering competitive packages that attract and retain the best workers. It is not clear whether the weaving factories in the case study are in one region or nation. However, a broader perspective of cross border organization would be a better approach for this study[ CITATION Sal13 \l 1033 ]. This would reveal how location affects performance. Value creation in multi-cultural organizations gives organizations a competitive edge. It encourages the adoption of motivation as a human factor for brand success. Companies, which venture across different nationalities, integrate international strategies for cross border performance. Employees need the motivation to leave their home country for work in a foreign location. Motivation goes beyond efficiency because I looks at how the employee can turn out as a better person even after contract termination. It includes health benefits and retirement compensation.

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