Introduction
In an organization, the management intends to build a strong worm culture to produce quality outcomes according to expectations. However, the role of employees in an organization is in the limelight. It is necessary for the management of the company to motivate employees and shape their behavior in the best interest of the company. On the other hand, motivation also drives personal growth in the company as well. Motivation is a prominent theory of organizational behavior. In this contemporary business era, employee retention and sustainability have been enabled by firms through motivation. This study revolves around the organizational behavior theory along with the connection of personal experience.
Motivation: The Explanation
The motivation is a reason for an individual to behave in a particular way in an organization. In an organization, the management wants employees to contain or depict a certain level of creativity and commitment in the job process. Interestingly, in this modern business era, employees usually find a reason to perform better and contribute to organizational success. There are many ways that an organization can adapt to motivate employees. It seems to change the behavior of the employees in the firm to work hard and produce some predictable outcomes.
Getting into the depth of this particulate organizational theme, there are many traits which have been used by the management to motivate employees. Several factors are affecting the employee motivation. The most important thing for the firm is to consider these factors when making several motivation strategies. For Instance, the employee can be motivated in the company through an attractive salary and inventive. Monetary benefits for employees against performance are the greatest motivation to sustain certain behavior and work performance. Giving a proper purpose to employees and radiating to them the organizational environment are two prominent traits or strategies to motivate an employee. Also, transparency, individual motivation, work-life balance, employee recognition, open door policy and reward-based feedback are some key strategies or approaches, which have been executed in modern organizations (Pozin, 2015).
Reinforcement theory of motivation in the organization is quite visible. It has become the most effective approach to motivate employees. According to reinforcement theory of motivation, employees will repeat the behavior or way of doing work if they observe positive consequences (Petrova, 2017). Conversely, if the consequences are negative, employees will not repeat the behavior. Reinforcement theory of motivation depicts positive and negative reinforcement. For Instance, if the manager praises the efficient work of a team member and promises the reward, he will depict the outstanding job performance. In this case, the consequence shapes the behavior of the employee. Positive consequence leads towards motivation. The negative reinforcement also leads towards the motivation differently. For Instance, the management gives punishment to employees to avoid undesirable behavior. The consequence of the undesirable behavior is negative, and by removing it, the motivation can be enhanced. Extinction is another dimension of this theory. It seems to remove the reinforcing factor. If the good performance is not praised or the manager does not criticize bad performance, the motivation can be decreased (Forensicmag.com, 2013).
As mentioned, many factors are affecting the motivation process in the company. The Two-Factor theory of motivation is quite relevant in this regard. According to this theory, there are some factors which lead towards job satisfaction. On the other hand, some factors cause motivation. If the company provides attractive pay and other monetary benefits to employees, he can be satisfied to perform better. Also, job security, better management-employee relations, effective working conditions, and many fringe benefits are hygiene factors, which enhance job satisfaction (Hur, 2018). Conversely, some motivational factors can be streamlined by the company. Employees need a sense of achievement, recognition, responsible job position, meaningful work and growth, and promotional opportunities. People are usually motivated due to these factors because of possible personal growth and development.
Reflection
In every organization, employees have to work in a different work culture. Based on the motivation theories and further explanation, it has been revealed that the motivation triggers employee sustainability. The management must provide a reason for employees to work better. Depending on the nature of the job, the company usually identifies different motivational factors. If the company or human resource management streamlines the motivational factors, it can reduce the employee turnover and poor performance.
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Awareness and Behavior in Organization
The best technique that the firm can use to make people or employees regarding job performance is motivation. For Instance, in a training and development process, the management has to tell employees rewards, positive consequences or favorable thing is linked with better job performance (Putra, Cho, & Liu, 2017). Motivation is changing behavior or employees to working according to the expectations of the company. Also, with the perspective of the management, the behavior can be changed through integrating with new trends of motivation. Employees have to know the worth of high performance and adopt the behavior accordingly.
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Experience from the Personal story
Working in a retail store was a wonderful experience for me. I was working as a sales assistant and trying to improve my performance. For Instance, I used to take feedback from customers regarding sales and customer services. I always wanted to improve the buying experience of the customer through my efforts. The sales manager was observant, and he positively observed my behavior. He praised my effort and wanted me to keep working in this manner. He promised me an early promotion in the customer service department. It motivated me. It increases my assertiveness to improve my perforce and identify my strengths and weaknesses and repeat the behavior.
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Application of OB Theory
The reinforcement theory of motivation can be applied in my case. The sales manager praised my performance and behavior, and it seemed a positive consequence for me. The appreciation from the sales manager was a big thing for me. I wanted to create a positive image in the company by streamlining my efforts and contributions in the retail store. Apart from the positive reinforcement, the promise of the promotion was the real motivational factor. The two-factor theory comes into life in this case. In this retail organization, the management wants to create a sense of achievement and build a responsible workforce. Growth and promotional opportunities were streamlined by the top management (Hur, 2018).
Conclusion
In the end, it is to conclude that organizational behavior plays an important role in the success and sustainability of the company. In contemporary business, employees demonstrate prominent organizational behavior due to motivation. The motivated employee force can enable organization growth and creates an effective culture. Motivation, being a theory of organizational behavior, has been divided into several theories. Reinforcement theory of motivation and Two-Factor theory connect with my personal experience in the retail store. From the perspective of the management, motivating and shaping behavior is better to retain the best talent. From the perspective of employees, motivation is a great source to gain personal growth and development.
References
Forensicmag.com. (2013, September 2). Using Positive Reinforcement in Employee Motivation. Retrieved from https://www.forensicmag.com/article/2013/09/using-positive-reinforcement-employee-motivation
Hur, Y. (2018). Testing Herzberg’s Two-Factor Theory of Motivation in the Public Sector: Is it Applicable to Public Managers? Public Organization Review, 18(3), 329-343.
Petrova, E. (2017). The influence of positive reinforcements on motivation for education and training activities. Journal of Economic Development, Environment and People, 6(3), 6-15.
Pozin, I. (2015, November 17). 14 Highly Effective Ways to Motivate Employees. Retrieved from https://www.inc.com/ilya-pozin/14-highly-effective-ways-to-motivate-employees.html
Putra, E. D., Cho, S., & Liu, J. (2017). Extrinsic and intrinsic motivation on work engagement in the hospitality industry: Test of motivation crowding theory. Tourism and Hospitality Research, 17(2), 228-241.
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