Motivation

Motivation is thde driving force wich causes us to achieve goals, motivation an internal and external factors that estimulate desire and energy in people to be continually interested and commited to a job, role, or subject.

Today there are a lot of motivation theories, some more accepted than others.This theories are divided in internal theories, procces theories and external theories.

Internal Needs.

Max Weber: Protestan ethic: work as a mean to achieve salvation.

Sigmund Freud: Physcodynamic theory: Uncunscios nature,consider internal needs and external incentives.

 

  

External Incentives.

People are motivated by self interest of economic game.- Adam Smith.

How to move from conflict relationships to coperations- Federick Taylor.

Motivation in companies is promoted with economic recognitions, distincton, parties etc, but some scholars said that this is not enougth. There are some theories explaining this cases.

Maslows Need Hierarchy

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Theory X and Theory Y.

For Douglas McGregor, the X employees are lazy by nature and you have to threat them to make them work.The Theory Y employees are motivated by need, they want self-actualization

ERG Theory.

Workers pursue multiple need si simultaneously.

McClellands need Theory.

Individual's specific needs are acquired over time and are shaped by one's life experiences.

Two Factor Theory.

Motivation Factors: Phsycologicar growth

Hygine Factors: Avoidance of payne.

There are other theories as social exchangeand equitytheory, stacy adams theory of inequity and expectancy theory. All this theories have ideas ans topcs of how and what the persons or emplyees are motivated or dismotivated.

Question.

In multicultural organizational context what could be a good strategy to keep people motivated towards a common task?

 
In a multicultural orgnanization my strategy could be focus more in the employees as persons i will put a side the fact that they are from other culture and concentrate my attention in what are they needing inside the organizations to feel more confortable with him and with the others. This things can be support, capacitation money rewards but applied in common objectives, a group objective. And continuosly updating this objective to mantain the groups working and having something to achieve.

References.

Viorel, Lefter, Aurel Manolescu, Marinas Cristian Virgil, and Ramona Stefania Puia. "Employees Motivation Theories Developed at an International Level.." Economic Science Series. 18 (2009): 324-328. Print.

Organizational Behavior and National and Organization Culture

 ORGANIZATIONAL BEHAVIOR AND OPPORTUNITY

Human behavior in organizations is complex and often difficult to understand. Organizations have been described as clockworks in wich human behavior is logical al rational, but they often seem like snake pits to those who work in them. 

Most of the theories and models of human behavior fall in to one or two basic categories. one has internal perpective and the other external pespective.

1) The internal perpective consider factors inside a person to understand behavior in terms of the thoughts, fellings, past experiences and needs of the individual.

2)The external pespective focuses on the factor outside  the person to understand the behavior in terms of  external events, consecuences of behavior  and enviromental forces to wich a person is subject.

To understan the human organization is required to understand human behavior and the organizational context where behavior is enected. The behavior of a human is developed inside an organization, and there are some kinds of organizations. The first one is Organization as Open Sistems,organizations are open systems of interacting components, wich people are, people, tasks, technology and structure, the organizations as open systems  have people, technology,structure, and purpose, wich interact with elements in the organization enviroment.

Other kind of organizations is the Formal and the Informal Organization, the formal organization is the official and most visible part that allow people to think in organizations in logical and rational ways, and the informal organizatiosn ar less visible.

NATIONAL AND ORGANIZATIONAL CULTURE.

Many managment scholars claim that culture must be understood as the predominant force driving all decitions made in the company, others reject this theory and said that culture has any relevance to managment at all. in the practice the decisions in the comanies have both. This decisions are ruled by  some factors, internal and external, some of the are:

Internal

• The CEOS psycological make- up.
• The organizational strategy.
• Organizational history
• Policies and systems.

External

• Decision made by competitors.
• Decision made by suppiers.
• Decision made by costumers.

 Here with this list it seem very easy to identify but in the reality the internal and exteranal factors are influenced by a wider enviroment.

the culture is not the only one that influence individual values, this decisions are influenced by personality ans the personality by ganetc transmission family, gender, age. All this factors mold individual attitude.

If the culture is analized it can be very useful to predict any reaction of a group of persons, this culture is influenced by religion, belifs, values, and the culture is learned, so it depends also of the group where yo born or you are.

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Question.


Why is managing organizational behavior in changing times challenging?


Managing organizational behavior in changing times is challenging because now a days the world is full of new organizations, new cultures and new groups, so if you want to manage the behavior of an organization you have to  to learn a lot of many kind of behaviors and cultures. Because in your organization you will found different types of persons, values, religions etc. And this phenomen is constantly changing and the new cultures or new behaviors are going place to place, and people is adaptin to it.







References



D.L., Nelson, and Quick J.C.. "Organizational Behavior: Science.." The Real Worls and You. 7. (2010): 3-29.. Print.

Mead, Richard. "Chapter 1.." International Managment: Cross- Cultural Dimensions.. London.: Blackwell., 2004. 3-23. Print.