The eventual objective of motivation is to make an employee effective. 'Me effectiveness of an employee depends on his own potential effectiveness as I person, his technical competence and experience, etc., as well as on the me he occupies in the Organization is designed. It is the integration of the two (the person and the role) that ensures the person's effectiveness in the org. If the role does not allow him to use his competence, and if he constantly feels frustrated in the role, his effectiveness is likely to be below. Effectiveness of an individual in Organization, therefore, may depend on his own potential effectiveness, the potential effectiveness of the role and the organizational climate. The potential effectiveness is known as efficacy. Personal efficacy would mean potential effectiveness of an individual occupying a particular role in an organization. Role efficacy can be seen as the psychological factor underlying role effectiveness. In short, role efficacy is potential effectiveness of a role. Role efficacy is the key to motivating organizations roles. The eventual objective of motivation is to make an employee effective. , role efficacy is potential effectiveness of a role. Role efficacy is the key to motivating organizations roles. the aspects of role efficacy under three dimensions are: Dimension 1: Role with role taking. Dimension 2: Role Centering (Contrasted with role centering). Dimension 3: Role Linking (Contrasted with role shrinking). The six main needs or motives, relevant for understanding the dynamics of behaviour of persons areAchievement, Affiliation, Influence, Control, Extension and Dependency motive. Motivation results from interaction of the individual with the Organization through his role. So all the three elements are important for planning the management of motivation-the Organization, the role (the job), and the individual. Productivity, quality of products and services, dealing with crisis etc. require strong team work. The more attractive the goal the more the frustration caused by the obstacle in achieving the goal. most of the employees are stuck in their jobs. This is both good and bad for organizations – good because they do not have to waste time and money frequently recruiting and training new employees, and bad in the sense that if the organization has an unmotivated or dissatisfied workforce, their productivity will be low and the goals of the organization will not be accomplished. Motivating our employees at work requires a reorientation in our way of thinking and embedding new values and philosophy in the organization system.
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