...Contemporary Theories of Motivation Introduction Understanding people’s perceptions, attitudes, motivations and behaviours is extremely important for achieving both managerial and organisational effectiveness. To get the very best out of people in work settings, managers constantly need knowledge about the behaviour of individuals and groups in organisations; they also need to be aware of the organisational and environmental variables that can potentially affect human behaviour. They need to understand, anticipate, modify and improve behaviours that are organizationally meaningful and relevant. The contribution of people, through their motivation and commitment, and dedicated behaviour towards the goals and objectives of the organisation, remain the single most important factor in making organisations better and more effective. Some people like their jobs and work harder as well as smarter. They are also very proud of the organizations for which they work. Other people simply dislike their jobs and would do anything just to avoid working. They would also prefer, if given the choice, to leave the organization. Motivation is the willingness to exert high levels of effort to organizational goals, conditioned by the effort’s ability to satisfy some individual need. This need is the internal state that makes certain outcomes appear attractive. Motivation is also the process that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal...
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...Theories to Influence the Behaviour of People in Organizations. In: Business and Management Explain How Managers Can Use Motivation Theories to Influence the Behaviour of People in Organizations. [pic] ===================================================================================== [pic] [pic] [pic] [pic] [pic] [pic] [pic] [pic][pic] [pic] Explain how managers can use motivation theories to influence the behaviour of people in organizations. [pic] Table of Content Page Introduction 4 The meaning of motivation 6 Theories of motivation The Need or Content Theories of motivation Abraham Harold Maslow’s Hierarchy of Needs 8 Douglas Mc Gregor’s Theory X and Theory Y 12 Frederick Herzberg’s Motivator Hygiene Theory 15 David McClelland’s Acquired-Needs Theory 17 The Process or Cognitive Theories of Motivation Victor H. Vroom’s Expectancy Theory (The VIE Theory) 20 The Reinforcement Theory 23 Conclusion 26 Bibliography 28 Introduction Understanding people’s perceptions, attitudes, motivations and behaviours is extremely important for achieving both managerial and organisational effectiveness. To get the very best out of people in work settings, managers constantly need knowledge about the behaviour of individuals and groups in organisations; they also need to be aware of the organisational and environmental variables that can potentially affect human behaviour. They need to understand...
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...Unit 10: Caring for Children and Young People | 10D - Strategies used to safeguard children and young people from abusive and exploitative behavior | Abbie Williams | 02/01/2015 | P4: Explain appropriate responses when child maltreatment or abuse is suspected – There are a variety of different responses of which would be considered appropriate when you believe that a child or young person is being abused or facing maltreatment. You can observe the child over a period of time. Any and all information collected should be written or logged and should be considered carefully, for example listening to the child when he/she is at play. You can also observe the child’s relationship with their parents, carers or guardians and look out for any poor interaction between them. Things that may be said by the child: Mummy hit me Daddy touched me Daddy did this to me last night, but he told me not to tell anyone or he will hurt me again My aunt pulled my hair If you suspect that the child is receiving abuse or is being maltreated, (depending on whether the child is of developmental stage), speak to the child along with their parents/guardians in order to seek out some form of explanation. If you are going to speak to the child, make sure that he/she is comfortable. By feeling uncomfortable this may stop the child from disclosing any further information. By setting up various games for the child to play with, you will therefore be able to interact...
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...request that you arrive on time and ready to start at the prescribed hour. This is a matter of simple respect and courtesy, as well as efficient time management”. 7 minutes!!!! How many times do we turn up 7 minutes late for meetings? NEVER!!! We always turn up 10 – 15 even later – for meetings. 7 minutes. It seems ridiculous. But positive organisational behaviour is also about respect for others and not wasting others time, and even 7 minutes, is not so positive. Our director was seeing the start of slippage in the way people behaved and chose to address it before it became the new behaviour of people. We were all astounded when we got the letter, but we reverted to arriving on time! For a while. ☺ I don’t recall a second letter. Is this an organisational issue? Yes, it certainly affects the organisation. But it relies on the individual responsibility to change. So organisational behaviour is about individual behaviour. Over 20 years ago, when I was recruited as a young manager to Procter and Gamble. no-one talked to me about positive organisational behaviour. No-one said to me – “elaine, we have positive organisational behaviour here, see what it looks like, can you do it ?” – No one even told me how to behave. But in general there was something in the air. There was an unspoken rule around certain things that you do and certain things that you don’t do. The letter from...
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...How do people explain their own and other people’s behaviour? People’s explanations of behaviour come from making attributions. Attributions are when we assign a causal meaning behind behaviour (Michael A. Hogg, 2014). For example, someone may attribute being given a compliment to dispositional factors such as them looking good or to external factors such at the other person being friendly. Attribution theories are not necessarily the actual cause of behaviour, but scientific theories behind what humans perceive to be the cause of behaviour (Försterling, 2013). Throughout our life we will construct our own, naive reasons for other peoples’ behaviour in order to gain a stable and predictive view of the world around us. While they are prone to...
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...assignment is going to discuss the causes, effects and strategies relating to challenging behaviours in settings. It will incorporate the discussion on available legislation that attempts to deal with challenging behaviour in settings such as work based settings. It will further analyse behaviour and its impact on the individual of a variety of special needs and challenging behaviours and will look at the positive support planning available that attempts to address challenging behaviour. According to Emerson et al (2011), “challenging behaviour is an umbrella term used to describe any behaviour that puts the person and those around them at risk”. Examples of challenging behaviour are aggression, self-injuries behaviour, property destruction, oppositional behaviour, stereotyped behaviours, socially inappropriate behaviour, and withdrawn behaviour. Human behaviour happens for a reason and understanding its causes is key to managing certain behaviours. Different reasons can be attributed to the causes of some challenging behaviours and these can be driven by different reasons such as seeking social attention, an attempt to seek advantage and get something, an attempt to escape from something like a trauma and some can arise from an enjoyment of certain sensory activities. As has been described that the causes vary depending on individuals, it should also be borne in mind that behaviour can have a harmful effect on the lives of both the individuals behaving in a challenging way...
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...is to explain how collective behaviour occurs according to Neil Smelser’s ‘Value-added theory’ (also known as social strain theory) using practical examples and case studies. Neil Joseph Smelser, was born on 22nd July, 1930, in Kahoka, Missouri. He is an active emeritus professor of sociology at the University of California. He graduated from Harvard in 1952 with a degree and later got his Ph.D. in sociology from Harvard in 1958. Collective behaviour is a type of social behaviour that occurs in crowds or masses. Examples of collective behaviour include, Riots, mobs, mass hysteria, fads, fashions, rumour, and public opinion. It is argued that people tend to surrender their individuality and moral judgment in crowds and give in to the hypnotic powers of leaders who shape crowd behaviour as they like. Collective behaviour can also be defined as social processes and events which do not reflect existing social structure (laws, conventions, and institutions), but which emerge in a spontaneous way (Goode, 1992). Collective behaviour may also be defined as actions which are neither conforming (in which actors follow prevailing norms) nor deviant in which actors violate those norms. Collective behaviour, a third form of action, takes place when norms are absent or unclear, or when they contradict each other. Scholars have pated far less attention to collective behaviour than they have to either conformity or deviance. More specifically, collective behaviour refers to relatively spontaneous...
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...Approaches to Psychology Behaviourism The behaviourist approach: the basics What assumptions do behaviourists make? Behaviourists regard all behaviour as a response to a stimulus. They assume that what we do is determined by the environment we are in, which provides stimuli to which we respond, and the environments we have been in in the past, which caused us to learn to respond to stimuli in particular ways. Behaviourists are unique amongst psychologists in believing that it is unnecessary to speculate about internal mental processes when explaining behaviour: it is enough to know which stimuli elicit which responses. Behaviourists also believe that people are born with only a handful of innate reflexes (stimulus-response units that do not need to be learned) and that all of a person’s complex behaviours are the result of learning through interaction with the environment. They also assume that the processes of learning are common to all species and so humans learn in the same way as other animals. How do behaviourists explain human behaviour? Behaviourists explain behaviour in terms of (1) the stimuli that elicit it and (2) the events that caused the person to learn to respond to the stimulus that way. Behaviourists use two processes to explain how people learn: classical conditioning and operant conditioning. In classical conditioning, people learn to associate two stimuli when they occur together, such that the response originally elicited by one stimulus is transferred to another...
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...ORGANISATIONAL BEHAIVOUR 1.1 Organisational Behaviour-It’s nothing more than developing our individual understanding and development of people skill. A multidisciplinary field devoted to understanding individual group behaviour, interpersonal process and organizational dynamics. 1. Organisation 2. Behaviour An organization is a collection of people working together in a division of labour to achieve a common purpose. The study of organizational Behaviour (OB) is very interesting and challenging too. It is related to individuals, group of people working together in terms. The study of organisational behaviour relates to the expected behaviour of an individual in the organisation. No two individuals are likely to behave in the same manner in a particular work situation. It is the predictability of a manager about the expected behaviour of an individual. Organisational Behaviour is concerned with the study of what people do in an organization (social system) and how that behaviour affects the performance of the organization: * Individual Behaviour * Individual and Group Behaviour * Organizational Structure 1.1.1 DEFINITIONS OF ORGANISATIONAL BEHAVIOUR: According to Luthans (OB: 2002) OB is directly concerned with the understanding, predicting and controlling of behaviour in organizations. According to Stephen P Robins (1999: 31-43) Organizational Behaviour is a systematic study of the actions and attitudes that people exhibit within organisations According to Roman...
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...Reasons for Antisocial Behaviour Children with conduct disorders are often victims of abuse or have been exposed to environments where harsh punishments are common. Many of these children grew up with parents whose inconsistent behaviour ranged from excessive leniency to excessive punishment. Such inconsistency can cause a child to not know how to react to a challenging situation, causing him to become angry and lash out when he doesn't get his way. The child of a parent with an antisocial personality disorder may learn through example that aggression and a disregard for the needs of others is normal behaviour. According to research, conduct disorders that develop prior to puberty are more likely to continue into adulthood, while a child who develops antisocial behaviour later, at or after puberty, has a better chance of the behaviour not continuing into adulthood. Many teens develop behavioural issues during puberty, and although they can be severe, most grow out of them. In addition, the longer antisocial behaviour persists, the more difficult it is to change. The worst cases, as seen in adult criminals such as murderers, can usually be traced back to earlier conduct disorders as children. http://www.wisegeek.org/what-is-antisocial-behavior.htm# More reasons for antisocial behaviour Many factors have been identified that contribute to the causes of anti-social behaviour. Four main areas have been identified (Source: Home Office, Research Development & Statistics, ASB...
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...Organisational Development is a field which studies in detail the nature of individuals, groups and structural behaviour within an organisation and improves the behaviour of each individual towards attainment of organisational goals. Organisational development focuses on improving individual integrity, productivity, change and building better relationship by achieving human objectives, organisational objectives and social objectives. Organisational development is a tool for guiding productivity in others and predicting human behaviour at work. The field of organisational development is concerned with the study of what people do in an organisation and how that behaviour affects the performance of the organisation. Organisational behaviour is about people at work in all kinds of organisation and how they may be motivated to work together in more effective ways. By studying these behaviours we become more aware of our business ethics and are able to positively find ways to transfer our employee's attitudes and behaviours into more positive experiences personally and for the company. Organisational development is the study of human behaviour in the workplace, the interaction between people and the organisation, and the organisation itself. Organisational behaviours major goal are to explain, predict, and control behaviour. Understanding different types of people and possible ways to deal with them allows a manager to select the leadership style and methods most appropriate to their...
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...social behaviour in ways similar to those used by natural scientists to study behaviour in the natural world. Positivism A basic principle is that social systems consist of structures that exist independently of individuals; they represent behaviour at the institutional level of society and people experience structures as forces that push us to behave in ways that shape our individual behavioural choices. Example: The rules of language structure the way we socially interact. Systems Actions The forces shaping social behaviour can be discovered using similar methods to those used in sciences such as Physics - systematic observations that create highly reliable knowledge, organised and tested using something like Popper’s HypotheticoDeductive model of research. Study of the causes of behaviour (social structures) rather than their effects (the different choices people make). Structures are real and objective forces; although they can’t be seen, their effects can be (empirically) observed. Reality Methods Quantitative methods are generally favoured because they allow for the collection of factual data. Objectivity Facts The researcher should not directly interact with the people they are studying since this might influence their behaviour (non-participant observation is acceptable, but participant observation is more problematic). For positivists, knowledge consists of identifying facts about how and why people behave...
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...of people. The field of organizational behaviour is about understanding people and managing them to work effectively. * Goal Accomplishment: organizational survival and adaptation to change are important goals. The field of organizational behaviour is concerned with how organizations can survive and adapt to change. Example: People have to be motivated to join and remain in organization; carry out their basic work reliably, productivity, quality and service; be willing to continuously learn and upgrade their knowledge and skill; and be flexible and innovative. * Group Effort: organizations depend on interaction and coordination among people to accomplish goals. The field of organizational behaviour is concerned with how organizations to get people to practice effective teamwork. 2. What Is Organizational Behaviour? Organizational behaviour refers to the attitudes and behaviours of individuals and groups in organizations. 3. Goals of Organizational Behaviour are effectively predicting, explaining, and managing behaviour that occurs in organizations. * Predicting organizational behaviour and events. * Explaining organizational behaviour and events in organizations. (Why event occur). * Managing organizational behaviour by taking appropriate action. 4. Management is the art of getting things accomplished in organizations through others. Managers acquire, allocate and utilize physical and human resource to accomplish goals. If behaviour can...
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...The Theory of Reasoned Action (TRA) TRA posits that individual behaviour is driven by behavioural intentions where behavioural intentions are a function of an individual's attitude toward the behaviour and subjective norms surrounding the performance of the behaviour. Attitude toward the behaviour is defined as the individual's positive or negative feelings about performing a behaviour. It is determined through an assessment of one's beliefs regarding the consequences arising from a behaviour and an evaluation of the desirability of these consequences. Formally, overall attitude can be assessed as the sum of the individual consequence x desirability assessments for all expected consequences of the behaviour. Subjective norm is defined as an individual's perception of whether people important to the individual think the behaviour should be performed. The contribution of the opinion of any given referent is weighted by the motivation that an individual has to comply with the wishes of that referent. Hence, overall subjective norm can be expressed as the sum of the individual perception x motivation assessments for all relevant referents. How the Theory of Planned Behaviour Works The theory of planned behaviour (TPB) was developed by Ajzen in 1988. The theory proposes a model which can measure how human actions are guided. It predicts the occurrence of a particular behaviour, provided that behaviour is intentional. The model is out lined in the next figure and represents...
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...UNIT 4 Objectives UNDERSTANDING HUMAN BEHAVIOUR Indian Environment: The Changing Scenario After going through this unit you should be able to understand: • importance of understanding human behaviour. Structure 4.1 4.2 4.3 4.4 4.5 4.6 4.7 4.8 4.9 4.10 4.11 4.12 4.13 4.14 4.15 4.16 Introduction Models to Understand Human Behaviour Implications for the Organisation Personality Determinants of Personality Type and Trait Approaches to Personality Theories of Personality Importance of Personality Attitudes Attitudes and Organisation Values Socialisation's Influence on Personality, Values and Attitudes Schein Socialisation Model Summary Self-Assessment Questions Further Readings 4.1 INTRODUCTION It is very essential to understand human behaviour in today's world as the existence of the organisation depends op the employees/individuals. Without understanding human behaviour it is very difficult to work in an organisation. In order to understand human behaviour let us see how the perception of human being has changed from time to time. All organisations are composed of individuals, with different personality, attitudes, values, perception, motives, aspirations and abilities. The main reason to understand behaviour is that individuals are different. No two individuals are similar. In the early studies, theories of organisation and management treated people as though they were the same; scientific management was based on the similarities among workers, not the differences...
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