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Learning Objectives: Understand the difference and commonalities in the way work motivation is understood in India and abroad Appreciate the challenge against encouragement of intrinsic motivation at work Present the factors that negatively affect work motivation among Indian work force Explain approaches available to managers for creating a more motivating work context Work Motivation is a set of energetic forces that originates both within as well as beyond an individual’s being, to initiate work-related behaviour, and to determine its form, direction, intensity, and duration Concept of needs is so central to motivation that any attempt to create and support work motivation cannot neglect to understand the nature of needs for their satisfaction at the work place Influenced by the tradition, the Indian view of life does say that life is made of contrasts – the opposite, eitheror ends. It calls them dualities that we should accept, face and transcend during the process of self-discovery Needs-Appetite or Desire? Satisfaction of a need is necessary for psychological health because the mind is then free to explore ‘higher’ areas of other needs. Thus of real importance is not the consequences of the strength of needs for different individuals, but the consequences of the extent to which individuals are able to satisfy their needs within social environments. Self actualization – Merger of the doer and done A person whose self actualization need is triggered, feels discontented and restless until that person finds what he/she ‘can be, must be’ The role of powerful learning experience in springing to higher needs When the consciousness processes a learning experience, a negative or painful part of it is turned constructively in pushing the person towards the highest possible state of being, where there is no returning to lower needs, unquenched desires do not distract and nothing less than the best, no compromises or short cuts are acceptable. This consciousness is almost spiritual and goes far beyond work attitudes and work motivation Need for Social Achievement (in comparison with nAch for individual achievement) The social group or the community is at the center of achievement, not the individual. Even the goals and efforts are collective. P-I Motive Relates with the need for Pioneering-Innovating, relevant against the changing socio-economic backdrop of India Useful in identifying people who can drive the change and through its development, change and modernize the whole system where they work Extension motive The need to be helpful and relevant to others, including to the society in a selfless manner or even sacrificing one’s own interests in favor of larger goals Clearly communicated standards of excellence Search for opportunities for change and innovation Genuine interest in development of people Preventing hierarchy to become a barrier Creation of trusting relationships and facilitation of team orientation What if the organisations are not ready to unleash the intrinsic motivation of employees? Use contingent rewards and constructive task feedback for developing the feeling of personal competence and stronger self efficacy Utilize the insights from spiritual and positive thinking on work in general and organisational behaviour in specific Encourage more internalization and emotional alignment through managing work culture, socialization and long term rewards Employee Identification as a bridge between Extrinsic and Intrinsic motivation Workplace Spirituality Bringing spirituality into the workplace is one approach to encouraging intrinsic motivation and enriched work life for the people in it. Dimensions of Workplace Spirituality includes – meaningful work, community and alignment with organisational values Creating Optimal Experience or “Flow” An optimal experience or Flow is understood as a state where “… action follows upon action according to an internal logic that seems to need no conscious intervention by the actor Positive OB The study and application of positive oriented human resource strengths and psychological capacities that can be measured, developed and effectively managed for performance improvement in today’s workplace People believing in positive OB hold the opinion that sufficient attention needs to be given to strengths and positive aspects of OB, explaining not only the worst but also some of the best aspects of life Luthans identified five positive elements in the approach to OB currently: Confidence, Hope, Optimism, Subjective well-being and emotional intelligence