Different organisational structures and culture

Unit 3 Organizations and Behaviours Motivational Theories Assignment Help - Unit 3 Organizations and Behaviours Motivational Theories - Level 4 (Diploma in Business)
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Unit 3 Organizations and Behaviours Motivational Theories - Level 4 (Diploma in Business)

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Introduction: Organisational behaviour is to interact with people within the group and to interact with the individual at work place. This approach of management is used for the Human Resource Management and developing the culture of organization.

Task 1

Question 1 Compare and Contrast different organisational structures and culture

Question 2 The impacts on the performances of the relationship between OTICON structure and culture

Question 3. Factors which influence individual behaviour in oticon and benefits agency

Task 2

Question 1 Effectiveness of different leadership styles in different organizations

Question 2 Organisational theories in Nice Cars

Question 3 Different approaches to management

Task 3

Question 1 The impact of different leadership style in motivation within the organization in changing period

Question 2 Comparison of the application of Maslow's & Herzberg theories within an benefit Agency

Question 3 Usefulness of Motivational theories to Managers

Task 4

Question 1 The nature of groups and group behaviour

Question 2 Factors that promote and inhibit the development of effective teamwork

Question 3 Evaluation of impact of technology on team functioning

Motivation is a key factor in organizational behavior. It is the driving force behind employee performance and productivity. Managers can use their knowledge of motivational theories to create a work environment that encourages employees to be motivated and engaged.

There are many different motivational theories, but some of the most popular include:

Maslow's Hierarchy of Needs: This theory posits that humans have five basic needs: physiological, safety, love and belonging, esteem, and self-actualization. Employees are motivated to meet their lower-level needs first, and then they move on to satisfying their higher-level needs.

Herzberg's Two-Factor Theory: This theory divides motivational factors into two categories: hygiene factors and motivators. Hygiene factors are necessary to prevent dissatisfaction, but they do not motivate employees to perform better. Motivators, on the other hand, are the factors that drive employees to achieve higher levels of performance.

McClelland's Theory of Needs: This theory identifies three main needs that motivate employees: the need for achievement, the need for affiliation, and the need for power. Employees who are high in need for achievement are motivated to set and achieve challenging goals. Employees who are high in need for affiliation are motivated to maintain positive relationships with their colleagues. Employees who are high in need for power are motivated to have influence over others.

Managers can use these theories to develop motivational strategies for their employees. For example, they can provide employees with opportunities to satisfy their higher-level needs, such as the need for esteem and self-actualization. They can also create a work environment that allows employees to use their skills and talents to achieve their goals.

Here are some specific examples of how managers can apply motivational theories to improve employee performance:

Set challenging but achievable goals: Employees are more likely to be motivated if they have clear and achievable goals. Managers should work with their employees to set goals that are aligned with the organization's goals and objectives.
Provide regular feedback and recognition: Employees need to know how they are performing and how their contributions are valued. Managers should provide employees with regular feedback on their work and recognize their accomplishments.
Create a supportive and collaborative work environment: Employees are more likely to be motivated if they feel supported by their colleagues and managers. Managers should create a work environment where employees feel comfortable asking for help and sharing their ideas.
Offer opportunities for professional development: Employees are motivated to grow and develop their skills. Managers should provide employees with opportunities to learn new things and advance their careers.

By understanding and applying motivational theories, managers can create a more motivated and engaged workforce. This can lead to improved employee performance, productivity, and profitability for the organization.

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