In terms of concepts learnt in this course, I rate leadership and job satisfaction very highly but the concept I think is the most important to any organisation is motivation. As according to Kvakhadze (2014) motivation concerns a set of “internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject and to exert persistent effort in attaining a goal”. Asides from the aforementioned, motivation also provides the following advantages to an organisation:
1. Motivation puts employees into action and improves level of efficiency of the workforce; that is - the performance of motivated employees is normally elevated, which in turn can possibly increased productivity and reduced cost of operations (Kvakhadze, 2014). Likewise, Rodda (1997) stated that “effective motivation results in increased output and/or reduced costs, which improves profitability” (p.1).
2. It generally causes stability of the workforce, which is very essential from the purview of the company in relation to reputation and goodwill; this means that an organisation will have a low staff turnover and a positive image to the outside world (Kvakhadze, 2014).
3. Employees that are motivated usually welcome changes that benefit the organisation instead of showing resistance (Kvakhadze, 2014).
4. Kvakhadze (2014) also stated that motivation has the power of bringing workers closer to an entity primarily when their needs are being met through salary increments, promotional opportunities, training, and so forth.
Working as a supervisor, an appreciation of the elements that motivate the staff under my command is vital; hence, I think the concept “Motivation” is the most relevant. As having a firm understanding of motivational theories (such as Maslow’s Hierarchy of Needs, Herzberg’s Two Factor Theory, Victor Vroom's expectancy theory, John Stacey Adams’s equity theory and so on) and being able to apply these theories in real life working environments is quite useful for one in a position of authority.
Application of Motivational theories in working environments
1. Maslow’s Hierarchy of Needs – this theory underlines that a person’s motivation is dependent on the category that the person falls in; this means that a newly recruited Clerk maybe motivated by a salary increment (HOUGHTON MIFFLIN HARCOURT, 2014). However, 5 years onwards that same Clerk may no longer be influenced by a mere increment but the thought of being given a supervisory function with private office space may act as a new motivator (HOUGHTON MIFFLIN HARCOURT, 2014).
2. Frederick Herzberg’s two factor theory – which contains Motivators which concerns factors that give workers satisfaction and Hygiene factors which are elements of the job that causes dissatisfaction if taken away (Lindner, 1998). I can personally relate to most of the factors entailed from both angles. Actually performing key job functions, meeting job targets, gaining recognition from superiors in the form of promotions and respect while still developing my craft; are motivators for me. While hygiene factors that I would miss but only if or when removed are; proper working conditions, human resource management, interoffice…