450+ words Discussion + 2 responses: APA format ($7)

1

5

Reflection and Discussion Forum Week 3

Sri Chaitanya Patluri

University of the Cumberlands

Organizational Behavior

Dr. Johnny Chavez

Sep 07, 2021

Reflection

Motivation is defined as a set of motives or conditions that drive the behavior of individuals, organizational units, or projects. The purpose of motivation concepts is to help them focus on the primary purpose of the process and the related motives that underlie it. Once they understand motivation concepts, they can use them to motivate people and accomplish tasks. Motivation concepts help people understand why they do what they do and help them identify the steps that motivate motivation. The next step understands the steps needed to move from one problem domain to another. The theories that have been developed are generally confusing, contradictory, and contradictory to the originated objectives. The more theory that is used, the more contradictory it is to the objectives it supposedly was intended to achieve. However, it is essential to realize that more theories and theories will lead to a more consistent method of achieving objectives(Nasution, 2021).

Most organizations today know the objectives and are using organizational, motivational methods to achieve them. Organization-level factors such as human resources, compensation, and support systems influence whether an organization achieves its goals. These factors influence many factors, including the organization's performance as measured by objectives. Employee job engagement can affect managerial relationships and organizational behaviors, and the firm's overall success. It can improve compliance, employee satisfaction, better financial performance, increased employee motivation, and improved corporate image. The degree to which an organization considers its corporate environment a living environment is called corporate culture. The potential for employee empowerment and communication increases when there is corporate culture. The driving forces behind the decision-making process are the drive for performance, and both factors drive performance. The more drive for performance, the more drive for performance needs to be met. One of the significant factors that drive performance is the drive for return on investment. The second major factor that drives performance is the drive for achievement(Robbins & Judge, 2018).

Motivation plays a significant role in organizational functioning and decision-making. A good motivator's personality is a significant factor influencing their decision-making abilities. JCM utilizes opportunities to take risks in order to learn. It is essential because there is a risk associated with going beyond the requirements set for them in the job they are doing. Some employees find that adding pressure to achieve a JCM Goal of getting more done results in increased pressure to get things done and less commitment to the organization. To achieve this goal, employees must take on more responsibility and not just perform in a predetermined role. It results in a loss of valuable management time(Robbins & Judge, 2018).

Discussion

i.

The key is to use an effective motivational system. It is only with an effective system that the individual can get to where motivation is acquired. Product lines have a variety of specifications and marketing goals. The objective of the business is to sell as many units of the product line as possible to the customers with the lowest possible cost per unit. It will minimize customer's tendency to switch to other products from the line. The competitive environment will dictate the level and timing of advertising in most industries. A significant disadvantage of the direct mail approach is the difficult task of distributing the product to the homes. The direct mail advertising approach involves the direct mail through a large, well-established, and well-traveled post office building. Reward functions differ for different types of rewards. In general, rewards should be related to some aspect of performance or, worse, perceived performance. For example, some managers may get bonuses for meeting performance targets and receive harmful evaluation messages when employees fail to meet targets. The only way for a reward to enhance performance-enhancing factor is for the behavior to be related to some aspect of performance itself(Robbins & Judge, 2018).

References

Nasution, M. D. (2021). Beliefs of mathematics teachers on motivation and action learning models in classroom learning process: indonesian perspective. Educational Sciences: Theory & Practice, 21(1), 155-166.

Robbins, S. & Judge T. (2018). Essentials of Organizational Behavior. 14th Boston, MA: Pearson. ISBN 13: 978-0-13-452385-9.