Concept, types and importance of motivation. Motivation Theories: Achievement, Equity, ERG and Vroom's Expectancy Theory. Motivation and Performance. Frustration-concept and causes. Job satisfaction-concept and factors related to job satisfaction.
We can summarize by saying that motivation is important both to an individual and a business. Motivation is important to an individual as: Motivation will help him achieve his personal goals. If an individual is motivated, he will have job satisfaction. Motivation will help in self-development of an individual. An individual would always gain by working with a dynamic team. Similarly, motivation is important to a business as: The more motivated the employees are, the more empowered the team is. The more is the team work and individual employee contribution, more profitable and successful is the business. During period of amendments, there will be more adaptability and creativity. Motivation will lead to an optimistic and challenging attitude at work place.
Performance without motivation can lead business failure, and performance and motivation are directly related. Higher the motivation, higher will be performance and vice versa. Motivating employees in the organization is difficult procedures that prefer the review annually or jotting a few notes in other workers file. Similar to getting in shape or learning a new language, developing the motivation and performance levels of the workers cannot happen in a night, it is a full planning process that requires various complex methods.
The individual who is motivated in achievement seeks to achieve realistic and dynamic goals, and enhance better performances in the job. There must have strong need for providing the answer for achieving and progress, and a demand for a sense of accomplishing. Equity is determined through the fairness; worker compares in the way of contribution to result such as compensation and also compares the peer of equal method. Output-input ratio is the method that is used for making such a comparison. Expectancy theory defines that the urge for performing the particular behavior is not independent but is dependent on the intensity of a belief that the performance must be related by a definite outcome and on the appeal of the final outcome to the individual or team.
The frustration includes the things like negative mood, trait anger and empathy and followed by questionnaires on the reality of the cry sound, positive and negative emotions, soothing strategies, coping strategies and urges to comfort and flee. Individual frustration trajectories can be identified through frustration maximum, rate of rising, inflexions and so on. As hypothesised, the modal response was of gradually increasing frustration throughout. However, there were marked individual differences in frustration trajectories. Negative mood, trait anger and empathy did not predict modal or modelled individual trajectories. However, frustration responses were significantly related to post-listening emotions and behavioural ratings. In particular, prolonged crying generated highly ambivalent positive and negative emotional responses. In summary, maternal frustration generally increased as the crying bout progressed; however, frustration trajectories were highly individual and emotional responses were highly ambivalent in terms of positive and negative emotions generated.
Considering that job satisfaction impacts every employee across the globe it is hardly surprising that it has received a lot of attention in the research literature. However, this has lead to a large number of definitions, theories and measures. At a European level, the focus has been less about these traditional theories of job satisfaction. Instead, job satisfaction is typically examined as a consequence of workplace stress and the work demand model of control. Despite this, all together they are important in providing not only a better understanding of this concept but as a resource where job satisfaction can be best understood and measured in different situations. Care also needs to be taken as there are also numerous ill-fitting theories and measurements which can harm our understanding of job satisfaction.