AN OVERVIEW OF INVESTIGATION
"LOOK FOR HOPE AND PURPOSE THROUGHOUT LIFE, NO MATTER WHAT YOU ARE FACING OR HOW BAD THINGS ARE." Armstrong.
(page, 2022)
- IDENTIFICATION OF ISSUE: Change management
- APPLIED THEORY: Armstrong's Theory Of Motivation
- PRACTICAL THEORY: What drives a person to work to achieve a goal
- LINKED THEORIES: Content motivation & Process motivation theories
- SOLUTION: Clearly communicate the benefits of change to all employees
UNDERSTANDING MANAGEMENT AND RELATIONSHIP
Managing change in fast-growing organizations can be challenging, especially for HR departments. Key challenges include adapting HR processes, balancing employee needs with new ones, ensuring open communication, and handling negative feedback. Poor change management can negatively impact performance, staff engagement, and morale. Solutions include clearly communicating change benefits, implementing a clear change management process, encouraging open feedback, and making the change's benefits clear. It's not always possible to please everyone(Duckitt and Sibley 2010).
Over the past few years many companies have changed rules for the betterment of the company and employees the company gives them specific rights and also the HRM focuses about the employees and employers. There are always concerns of privacy and importance given to individual staff. Changing attitude towards work is one of the basic monitored situations of employers. Maybe employees enjoy work and want to excel at it. It is true rather than just saying "I am having a job." the work fulfillment of life balance should be considered as one important factor(Ho and Dempsey 2010).
Secondly, the employee relationship handling environment and the HRM affect of the scene is the overall implementation of managing a formal Institution or business. Employees cannot manage organizational task or competitive challenges alone they need help and guidance. There are employees expectations too because the employee morale expectations increase when he or she does the job correctly According to Armstrong (Armstrong, 2001)
Types of Theories of Motivation
There are two different categories of motivational theories:
Content theories: The content theory of motivation, also known as need theory mainly focuses on the internal factors that energize and direct human behavior. In general, such theories regard motivation as the product of internal drives that compel an individual to act or move (hence, “motivate”) toward the satisfaction of individual needs. Needs are deficiencies that energize or trigger behaviors to satisfy those needs. At some point in your life, you might have a strong need for food and shelter. At other times, your social needs may be unfulfilled. Unfulfilled needs create a tension that makes you want to find ways to reduce or satisfy those needs. The stronger your needs, the more motivated you are to satisfy them. Conversely, a satisfied need does not motivate. Some of the major content theories are:
Maslow’s Need Hierarchy Theory
Poter and lawler's theory
Process theories: Process theories of motivation provide an opportunity to understand the thought processes that influence behavior. It explains how workers select behavioural actions to meet their needs and determines their choices The major process theories of motivation are:
SMART goals are carefully drafted objectives and targets set by team managers that employees work towards in a specific period. The SMART acronym stands for specific, measurable, achievable, relevant, and time-bound.
Why Set Goals? Goal setting can:
• add value to the work that you are doing
• help disseminate the workload more evenly
• allow you to assess your progress along the way
• help you figure out how to move forward if you encounter drawbacks
• manage your time more effectively which can diminish burnout or needless work for you
• establish what you are trying to accomplish
• clarify the definition of success
• develop clear purpose which can help with recruitment of volunteers or community partners
Investigating deeper according to Armstrong the main traditional theories of knowing as "different reactions to" the regress: the skeptic accepts it as vicious, and the situation holds and also it cycles back upon itself. The fact is that the strong foundationalist invents "self-evident truths" to block it. Armstrong turns to "Externalist" views, those which construe knowledge as being a matter of "some natural relation which holds between the belief-state and the situation which makes the belief true(Lion 2000).
Goals for a variety of employee skills:
Goal methodologies:
Leadership involves motivating people to take action and achieve tasks. Organizations provide motivation through reward systems and growth opportunities. Managers play a crucial role in deploying motivating skills to encourage positive discretionary effort, which is crucial for employees to perform their best. This discretionary effort makes the difference between just doing a job and doing a great one(Wanous and Reichers 2000).
Armstrong's causal theory is a topic-neutral view that focuses on intentional states and the behavior caused by these states. This view allows for the identity theory to be an intelligible theory, and Armstrong believes the theory stands on its own. The causal analysis of a concept involves the concept of a state that is apt to be the cause of certain effects or the effect of certain causes. Mental states often involve other mental states, such as beliefs, desires, purposes, and satiation. Different mental concepts have different causal roles, and Armstrong sees two advantages to the causal theory: it unfoundeds the dualist claim for immateriality, as mental factors are defined by their causal function, and it may explain intentionality of mental states. For example, Armstrong uses the idea of 'pointing' to something that doesn't exist or isn't the case, such as a pet's weight loss(Datta, Guthrie, and Wright 2005).
Intrinsic motivation refers to the factors in the work environment that create job satisfaction and influence behavior, such as responsibility, autonomy, skill development, and advancement opportunities. Extrinsic motivation involves rewards like increased pay, praise, and punishments(Cully, Oreilly, and Dix 1999).
REFELCTION
Leadership is crucial for motivating employees to take action and achieve tasks. Organizations provide motivation through reward systems and growth opportunities, with managers playing a crucial role in deploying motivating skills to encourage positive discretionary effort. Armstrong's causal theory focuses on intentional states and the behavior caused by these states, which allows for the identity theory to stand on its own. Intrinsic motivation refers to factors in the work environment that create job satisfaction and influence behavior, while extrinsic motivation involves rewards like increased pay, praise, and punishments. Managing change in fast-growing organizations can be challenging, especially for HR departments. Solutions include clearly communicating change benefits, implementing a clear change management process, encouraging open feedback, and making the change's benefits clear.Content theories, also known as need theory, focus on internal factors that energize and direct human behavior. These theories regard motivation as the product of internal drives that compel an individual to act or move towards the satisfaction of individual needs.
Hi Amesha, good topic and article. I think it would be preferable if you could delve more into Armstrong's teachings and elaborate how his concepts can be strategically applied in managing people and performance. Good to see you interested in HR theories though.
ReplyDeleteThank you so much Anji yes the teachings of these theories should be applied practically
DeleteAnd The process of motivation as described above is broadly based on a number of motivation theories which attempt to explain in more detail what it is all about. These theories have proliferated over the years. Some of them, like the crude ‘instrumentality’ theory which was the first to be developed and is essentially a ‘carrot and stick’ approach to motivation, have largely been discredited, at least in psychological circles, although they still underpin the beliefs of some managers about motivation and pay systems. Others such as those developed by Maslow and Herzberg are no longer highly regarded because they are not supported by field research (Maslow) or because the field research was flawed (Herzberg). However, Maslow did contribute the useful notions that ‘man (sic) is a wanting animal’ and that ‘a satisfied want is no longer a motivator’. And Herzberg convincingly argued that extrinsic motivation, especially money, was a ‘hygiene factor’ which will not provide lasting satisfaction but could cause dissatisfaction if the organization got it wrong. Conversely, intrinsic motivation, ‘motivation through the work itself’, was a ‘satisfier’ which could make a long-term positive impact on performance. Both these writers, together with others in the field, developed classifications of the various needs that can motivate people, such as achievement, responsibility, autonomy and growth. (Floyd, Prentice‐Dunn, and Rogers 2000)
DeleteNice bit of research and investigation you have done here, Amesha. I suppose Manslow's hierarchy of needs is rather static whereas human needs are more dynamic and subject to change, I suppose. Also Manslow does talk about humans reaching a pinnacle of satisfaction, but in reality we all know that needs of people and their desires are a bottomless pit. Nice analysis! Bravo!
DeletePrivacy concerns and the importance of valuing individual staff members are key aspects that companies must navigate in this changing landscape. The changing attitude towards work, where employees seek fulfillment and excellence rather than mere job security, highlights the growing emphasis on work-life balance as a crucial factor in employee satisfaction and productivity. Totally a very nice article.
ReplyDeleteYes and Goal theory by Latham and Locke (1979) suggests that motivation and performance improve when individuals set specific, challenging goals, receive feedback on their performance, and participate in goal setting to agree on higher goals, with challenging goals leading to better performance.
DeleteIndividual concern & privacy is must for an employee. Good article to understand Amesha
ReplyDeleteYes and to add further...Task-oriented leaders prioritize completing tasks on time, often with an autocratic, directive style. They manage projects effectively but can stifle creativity. Relationship-oriented leaders prioritize building strong relationships and fostering a healthy work culture, but may face budget constraints.
DeleteQuick growth could result in resistance, uncertainty, and more work, which would lower productivity and morale among staff members. Navigating these obstacles and guaranteeing a seamless transition for all employees requires the application of effective change management practices, like as assistance, employee involvement, and clear communication.
ReplyDeleteand also the Expectancy theory suggests that motivation is based on a clear relationship between performance and outcome, satisfying needs. This theory explains why extrinsic financial motivation works only if the link between effort and reward is clear and worth having. It also explains why intrinsic motivation from work can be more powerful than extrinsic motivation, as individuals can control outcomes based on past experiences.
DeleteHi Amesha,
ReplyDeleteThis article talks about handling change in organizations, especially for HR teams. It suggests clear communication and mentions Lance Armstrong's Theory of Motivation and other related ideas.
This article helpful and informative, offering practical advice for dealing with organizational changes. Thanks for sharing!
Your welcome and we should understand that The value of rewards depends on effort, as individuals perceive the relationship between effort and rewards. The greater the value of awards and the probability that rewards depend on effort, the greater the effort required. Effective effort is essential for desired performance, and ability and role perceptions also affect achievement. Organizational views should align with individual views.
DeleteThis comment has been removed by the author.
ReplyDeleteHow HR departments handle changes in fast-growing companies, The difficulties they face and suggestions to deal with them are really crucial . Such as clear communication and addressing employee concerns. It also looks at how HR impacts employee relationships and organizational success. Using easy-to-understand language, it discusses traditional knowledge theories and motivation in the workplace. Overall, it's a helpful read for HR folks dealing with change in growing businesses.
ReplyDeleteThank You wasula and we could take this note too that Content models of motivation focus on people's needs and wants, understanding why and how they are motivated by acquiring these perceived necessities.
DeleteThis article elegantly dissects the complexities of change management through the lens of Armstrong's Theory of Motivation, providing a clear roadmap for navigating organizational transitions. If you could please explain, how the organizations effectively balance the intrinsic and extrinsic motivations of employees to ensure sustainable performance and engagement during periods of change?
ReplyDeleteThank you and i would like to add more points by saying Motivation is a crucial factor in determining performance, as it drives goal-directed behavior. However, it's not the only factor. Ability, environmental factors, and environmental factors also play a role. Motivation may be the most important factor for an employee, while talent is essential for building quality homes. While motivation isn't the sole reason for performance, it's a key influence on performance levels.
Deletenice and professional
ReplyDeleteThankyou !. We should remember that ” Those who work well in this environment are often skilled at and prefer using tools and working with their hands. Jobs with realistic work environments include those in engineering, maintenance, and construction.
DeleteIn the article it is nicely discussed the importance of the topic. All the sectors are changing day by day with new technology, communication, social media, and etc. Therefore, it is necessary to have a proper change management policy implemented in every organization.
ReplyDeleteVery useful article.
And also We must support people in the organization through their transitions from the current state to the future state, and understand what is needed to influence each person to embrace and adopt the change. In this way, organizations can significantly increase the chances of project success and their project investments paying off
Delete