Managers can employ motivational theory and reinforcement tools to motivate employees and increase efficiency. Motivation is the psychological boost that helps people achieve high performance and reach goals.
Motivating employees is a primary managerial responsibility of management, as motivational management enables higher outputs and job satisfaction from employees.
While studies have produced a great deal of research on motivation, from the perspective of both management and psychology, a few psychological theories can be applied specifically to employee motivation. Using modern research and understanding what drives behavior are the focal points of organizational behavior study, and managers should actively apply these psychological frameworks to their everyday management strategies and considerations.
These frameworks can be coupled with concepts of reinforcement and punishment as tools managers use to emphasize or discourage specific behaviors. Needs range from basic physiological needs for survival to higher-level emotional needs, like belonging and self-actualization. First, if employees are not being paid enough to satisfy the bottom two tiers of the hierarchy for example, pay rent, buy food, etc.
Salary, therefore, must be high enough to match or exceed a reasonable standard of living. Secondly, without a good culture for social interaction, employees will find it difficult to achieve high levels of creativity and problem-solving. If managers want to capture maximum value from employees, they must supply each component on this list—to the best of their ability—in reimbursements, culture, and goal setting.
Salary encompasses the bottom two tiers safety-related and physiological needs , while social and objective-based motivators address the higher needs love and belonging, esteem, and self-actualization. Equity theory is derived from social-exchange theory.
It explains motivation in the workplace as a cognitive process where the employee evaluates the balance between inputs or efforts in the workplace and the outcomes or rewards that are received or anticipated. Employees expect that they will receive an equivalent reimbursement for the value they create.
Equity must be maintained for proper motivation, and managers are responsible for establishing equity within the organization. Based upon the psychological theories of motivation discussed here, management is in the difficult position of identifying and fulfilling needs for different employees who will in turn require different motivational assistance. To accomplish this need fulfillment, managers have a few tools to employ that allows them to steer the direction of motivation.
These include positive and negative reinforcements and positive and negative punishments. Nefer Lindstedt Explainer. What do you mean by motivation? Motivation is the word derived from the word 'motive' which means needs, desires, wants or drives within the individuals. It is the process of stimulating people to actions to accomplish the goals. In the work goal context the psychological factors stimulating the people's behaviour can be - desire for money. Helio Elmir Explainer. What is Skinner's theory?
Skinner was one of the most influential of American psychologists. A behaviorist, he developed the theory of operant conditioning -- the idea that behavior is determined by its consequences, be they reinforcements or punishments, which make it more or less likely that the behavior will occur again.
Zakarias Irigaray Explainer. What are the theories of motivation? This theory suggests that there are actually two motivation systems: intrinsic and extrinsic that correspond to two kinds of motivators: intrinsic motivators: Achievement, responsibility and competence.
Diodoro Estefanell Pundit. What is the theory of operant conditioning? Operant conditioning is a theory of learning in behavioral psychology which emphasises the role of reinforcement in conditioning. It emphasises the effect that rewards and punishments for specific behaviors can have on a person's future actions. The theory was developed by the American psychologist B. Puiu Kurstein Pundit. How do you use reinforcement theory?
Managers can apply reinforcement theory to motivate the employees of the organization and to understand the needs of the workers and treat them equitably and motivate them by increasing the pay or by giving bonuses to achieve the goals and values of the organization. Heradio Achotegui Pundit.
What is an example of a negative punishment? Can you identify examples of negative punishment? Losing access to a toy, being grounded, and losing reward tokens are all examples of negative punishment. For example, you may be motivated to get a promotion because of self-improvement or the joy of learning.
Conversely, you might be motivated to succeed because you want to positively affect the lives of the people around you. However, while the above examples are positive, intrinsic motivation can also have negative motivational drivers. The outcome of your actions is positive, but the specific type of motivation you used was focused on stopping a negative outcome rather than creating a positive outcome.
For this reason and more, there are often many different types of intrinsic motivation, which all focus on a specific motivational reward or driver. Regardless of positive or negative, intrinsic motivation is typically more sustainable than extrinsic motivation because it focuses on things you can control. Conversely, extrinsic motivation typically focuses on things that are given to you by someone else, and therefore is not directly within your control to achieve.
Extrinsic motivation represents all the things that motivate you based on external rewards. These types of motivation are more common than intrinsic motivators and include achieving things due to a specific incentive, fear, or expectation, all of which depend on external factors. For example, people want to get a promotion because of the expected raise. Like intrinsic motivation, extrinsic motivation can sometimes be negative.
For example, you can be motivated externally to perform better at your job with the fear of being fired. This shows that extrinsic motivation, like intrinsic motivation, has many different motivational types that explain a specific external motivational driver and how effective it is at motivation yourself as well as others.
As you can see, motivation is more complex than simply defining it by its internal or external drivers. Each broad type of motivation has many sub-types of its own, focusing on a specific factor that can motivate yourself and others. Completion created as a result of external motivation may give rise to examination mal-practices, fear, envy and the like.
Reinforcement plays a central role in the learning process. According to the law of effect, reinforcement can be defined as anything that both increases the strength of the response and tends to induce repetitions of the behaviour that preceded the reinforcement.
Reinforcement is defined functionally also: Something is reinforcing only if it strengthens the response preceding it and induces repetitions of the response. Reinforcement is an external explanation of behaviour as compared to motivation which is internal explanation of behaviour being concerned with inner needs. Though, the terms reinforcement and rewards are sometimes used interchangeably, still there is technical difference in these terms.
A reward is simply something that the person who presents it deems to be desirable, it may not always be reinforcing.
A positive reinforcement is a reward for a desired behaviour. The reward should be such which stimulates desired behaviour and strengthens the probability of repeating such behaviour in future.
Positive reinforces can be primary or secondary. Those reinforcements which have direct beneficial consequences are known as primary reinforcements e. Secondary reinforces also bring benefits but have different meanings for different individuals.
Money is the most powerful positive reinforcement because it can be used to purchase primary reinforcers like food etc. Some other secondary reinforcers can be participation in decision making, promotion, recognition and praise. Teachers must either develop a reward system that is appropriate for all pupils in the class or tailor their awards to suit each individual. Human learning also is influenced by motives. Only organic needs do not play an important part in human learning.
Learned or derived motives influence human learning more than organic needs. Competition, within certain limits, is an incentive to learning, and is used successfully in schools. Success in competition has social recognition. There may be competition between an individual and another or between one group and another.
An individual who cannot compete with other individual may be encouraged to beat his own previous record. But competition has an injurious effect both on the successful individual and other individuals in the group. The former may develop superiority-complex and be unsocial, and the latter may develop inferiority complex and lose self-confidence. Hence competition should not be encouraged too much.
Human learning is influenced by social motives.
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