MANAGEMENT AND BUSINESS ORGANIZATION How do managers group task into jobs that are motivating and satisfying for employees?

1. Agnes C. Querencia II- B
MGT 1

2. How do managers group task into jobs that are
motivating and satisfying for employees?

3. People who we say are motivated are those who
turn out work that are exceeding normal
expectations. Their eyes and face light up as they
talk to you about their work. For them, everyday
seems a new day. They are tireless, and always on
the look out for opportunities that would be
bring them to the attainment of whatever goal
they have to set themselves.
 In an organization, these are the people who look
their at they work as a key to the realization of
their most cherished aspirations, unleashing their
energies toward a natural line of interest.

4. To motivate employees is the best way to make the relationship stronger and they
should protect each other in times in troubles of making decisions. Managers are also
responsible for the future works of staff, the subordinates and cooperative. Also
managers are needed to give full support to the employees to be wise in working.
In job there's a lot of obligations and responsibilities need to achieve on how the
company gives opportunities to the employees. Although sometimes the company will
encountered failure therefore the manager group task to formulate solutions to the
problems. They evaluate to know what was the effective plans for establishing
enlargement job opportunities or either expanding markets to different regions. So
manager will responsible for the needs of employees to motivate them to work hardly.

5. But how do we find the key?
In the other words , with motivation defined as “ the
result of the drive to satisfy an internal urge (
Reinick and Schoell 1980 ), the question is how do
we satisfy an employee’s internal urge? What does
the person want in a job?
Psychology Today ( 1978 ), Published their findings about why people
worked. These reasons were:
• chance to do something that makes you feel good about yourself.
• Chance to accomplish something worthwhile.
• Chance to learn new things.
• Chance to developed your skills and abilities.
• Amount of freedom you have on the job.

6. According to Davis (1978)
 Human needs can never be fully be met and needs satisfaction will,
therefore, pose a perpetual concern of any organization. In
motivating employees, it will not work much that the means for
motivating are those needs are already satisfied rather than needs
that are still wanting to be satisfied.
Inclination theory of Davis (1981) Stated the following insights.
“To motivate a person… First, we can increase the
positive, as by increase the positive value of outcomes, as by
increasing rewards. Second, we can strengthen the connection
between the work and outcomes.”

7. By motivating subordinates and employees sometimes they never met fully
satisfaction. All of them have their own needs such as for example the
Maslow’s Hierarchy of needs. Fourth level: Esteem. The person need to
believe and feel within oneself that others who are credible and respected
by that person, like wise confirm such value of oneself, The worker feels
that whatever his work is, his respect and dignity must be upheld. His
aspirations and capabilities as an individual must be recognize. This need
encompasses the need for independence, self – confidence , reputation and
appreciation.

8. NATURE AND PURPOSE OF DIRECTING
What is directing? Directing means encouraging subordinates to work to
ward achieving company objectives ( Reinecke and Shoell 1980 ). It is a
human, people – to people aspect of managing by which subordinates are
motivated, pursued, and led to effectively and efficiently contributed
towards realizing the very reasons for which the enterprises or the
company has been established. This management function is sometimes
referred to as influenced, actuating, guiding, or simply leading or
motivating.

9. The Job Characteristics Model

10. Importance of Directing Function
Directing or Direction function is said to be the heart of management of process
and therefore, is the central point around which accomplishment of goals take
place. A few philosophers call Direction as “Life spark of an enterprise”. It is also
called as on actuating function of management because it is through direction
that the operation of an enterprise actually starts. Being the central character of
enterprise, it provides many benefits to a concern which are as follows:

11. Means of Motivation
• Direction function helps in achievement of goals. A manager makes use of the
element of motivation here to improve the performances of subordinates. This
can be done by providing incentives or compensation, whether monetary or non
- monetary, which serves as a “Morale booster” to the subordinates Motivation is
also helpful for the subordinates to give the best of their abilities which
ultimately helps in growth.

12. It Ingrates Efforts
• Through direction, the superiors are able to guide, inspire and instruct the
subordinates to work. For this, efforts of every individual towards accomplishment
of goals are required. It is through direction the efforts of every department can be
related and integrated with others. This can be done through persuasive leadership
and effective communication. Integration of efforts bring effectiveness and stability
in a concern.

13. Later according to Terry and Franklin (1982), Hamner and Hamner, who studied in
1976 ten companies using positive reinforcement or behavior modification
programs. Six considerations modifying motivational behaviors of employees. These
1. Don’t reward equally. It reinforces average and mediocre performance.
2. Failure to reinforce may encourage poor subsequent performance.
3. Inform employees what they can do to get reinforcement.
4. Tell employees when and what they are dong wrong.
5. Don’t punish a subordinate in front of others.
6. Be fair.

14. Skinner’s Operant Theory
 (Burrhaus Frederic) Skinner, an influential exponent of behaviorism, contested
the theory that human needs are the determinant of human behavior . Backed
up by extensive scientific studies, Skinner (1953) believed that “ the
environment determines the individual ( behavior ) even when he alters the
environment .” He contented that employees can be motivated by properly
creating the work environment and providing reward or stimulus for desirable
employee performance. Furthermore, that it is the external environment that
influence the external needs, wants and desires.

15. Need Achievement Theory
 Another assumption that the linked needs satisfaction to motivating behavior was the need Achievement Theory
originally conceptualized by John Atkinson, a psychologist working on personality tests. The theory argued that the “ need
to achieve” is a personality trait of an individual. Dessler (1981) explains true theory:
“ People who are high in need achievement are highly motivated to strive for satisfaction that
is derived from accomplishing ( or achieving ) some challenging task or goal. They prefer Task
for which there is reasonable chance for success and avoid those that are either too easy or
too dificult. Relatedly, such people prefer obtaining specific, timely criticism and feedback
about their preformance.”

16. For further illustration, according to David C. McClelland of Harvard
University. Popularized and found application of atkinson’s work to business.
He coined the term “ Achievement Motivation “ to describe a person’s drive
to overcome challenges , advance, and grow. For him, the basic needs or
drives of people are:
1. Need for achievement. There is a strong correlation between high need for achievement
and high level of job performance and success.
2. Need power. This is a drive to influence people and situations.
3. Need for affiliation. A person has a need to developed warm, friendly , and personal
relationships.
4. Need for competence. A drive to do quality work.

17. In an Organization the manager is highly motivated their employees just to
cooperate them to work time to time. To have a successful company they should
need to perform according to roles they handle such as to be an influential model,
a leader that really acts to the responsibility assign.
As a Conclusion, the subordinates approach more decision making to accomplish
the goal they wanted to achieve. And of course to achieve it they would be able to
accept failures in their performance to understand what actions shall need to
discover. Employees had has the ability to show desire, wants and needs to
achieve one goal. For instance, the manager need to group task employees to
knew what was skills they gathered into work , to stand the company strong and
to be productive than other companies or rather in competitors. Lastly, the
importance is they have unity and they are willing to group one another to catch
up all the responsibilities need to be done or accomplish to achieve goals.

18. principles of management - Directing & Motivation -
1.. What is Motivation?
2. 4 Definition Motivation is a process which begins with a physiological or psychological need or deficiency which triggers behavior
or a drive that is aimed at a goal or an incentive. or An inferred process within an animal or an individual that causes that organism to
move towards a goal
3. Key Elements 1. Intensity: how hard a person tries 2. Direction: toward beneficial goal 3. Persistence: how long a person tries The
processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal. What is Motivation?
4. Motivational Goal Need, Drive
5. Motivational process Unsatisfied need Tension Drives Search behaviour Goal achievement Need satisfaction Reduction of tension
6.Motivation and Performance Motivation Ability Effort Environment Performance
7. Motivation = key to SUCCESS! why? A motivated person spends more time, does a better job, stays in the organisation longer,
and motivates others.
8. • Directs behavior toward goals • Increases effort and energy expended • Commencement in activities is sooner • Increases
persistence in activities • Enhances thought processes • Determines what consequences are reinforcing • Leads to improved
performance How Does Motivation Affect Learning and Behavior?
9. Intrinsic Motivation • A desire to perform a behavior for its own sake
10 • Associated with seeking out and conquering challenges in pursuit of personal interests and the exercise of capabilities •
Associated with activities that are their own reward • Enjoyment of a task or the sense of accomplishment that it brings Intrinsic
Motivation
11 How to Motivate Employees?
12. 3 Major Types of Motivation Theories • Content Theories of Motivation – WHAT motivates us • Process Theories of Motivation –
WHY and HOW motivation occurs • Reinforcement Theory – HOW outcomes influence behavior
13 Maslow’s Need Hierarchy • Maslow’s theory assumes that a person attempts to satisfy the more basic needs before directing
behavior toward satisfying upper-level needs. • Lower-order needs must be satisfied before a higher- order need begins to control a
person’s behavior. • A satisfied need ceases to motivate.
14. Douglas McGregor (1906-1964) • Taught psychology at MIT. • At Antioch College, McGregor found that his classroom teaching of
human relations did not always work in practice. • From these experiences, his ideas evolve and lead him to recognize the influence
of assumptions we make about people and our managerial style.Douglas McGregor.

19. 15.Frederick Herzberg
16. Frederick Herzberg (1923-2000) • His research emphasized job enrichment (depth) rather than job enlargement – Job
context (hygiene factors) – needed to be optimal to prevent job dissatisfaction. These factors (according to Herzberg) did
not motivate. – Job content (motivators) – factors that did lead to motivation – Money (according to Herzberg) could
motivate if it was seen as a reward for accomplishment; but if money was given without regard for merit, then it was a
hygiene factor. Frederick Herzber
17. THE JOB ITSELF AND THE MOTIVATOR FACTORS RESPONSIBILITY ACHIEVEMENT WORK ITSELF
RECOGNITION GROWTH ADVANCEMENT THE JOB SURROUNDINGS AND THE HYGIENE FACTORS SUPERVISION
BENEFITS INTER- PERSONAL RELATION- SHIPS SECURITY SALARY STATUS COMPANY POLICY AND ADMINIS-
TRATION WORKING CONDITIONS Motivation and Hygiene Factors
18. Achievement Motivation Does high achievement motivation mean success in life?.
Specific characteristics of a high achiever • Takes moderate risks. • Prefers immediate feedback • Derives satisfaction on
the successful accomplishment of a task • Has total concentration or preoccupation with the assigned task
19. • Directing: * Fourth managerial function * direct personnel and activities to accomplish the organizational goals using
good communication and leadership skills. • Leadership: “interpersonal process of influencing the activities of an individual
or a group toward goal attainment in a given situation” -Primary purpose for studying leadership is to learn how to work with
people, individually, groups, teams.
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