HR Discussion Board (Essay Sample)
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At any workplace, there are bound to be a variety of different people striving to work together towards the attainment of goals set in an organization. People often have unique individual behaviors in as much as there are rules and standard procedures in workplaces. The differences vary from one person to another, and we tend to make use of perception to make attribution in most situations. Our opinions differ vastly and in a variety of ways, our responses are based on the manner in which we make an individual interpretation. It is worth noting that even in the same situations or occurrences, perception varies depending on an individual. It implies that in efforts to make sense of a particular happening, our attributions will be different. (Ivancevich, Konopaske, & Matteson, 2012, pp. 90) It is what we bring to our workplaces that tends to affect behavior, which includes performance and motivation, to fulfilling our intended duties.
There are a lot of factors that drive employees in workplaces with differences among individuals being common. Apart from the common assumption that people work for the sole purpose of earning a living, other factors, such as acknowledgment, the significance of the work done, and effort used, weigh in strongly to keep us motivated in workplaces. One thing to bear in mind, however, is that motivation plays a dominant role in shaping behavior, therefore, an influence on job performance (Ivancevich et al., 2012, pp. 111).
Different motivational aspects are linked to deficiencies in individuals’ lives. The mentioned needs can be physiological, psychological or sociological. In this regard, being in a position to determine these necessities keeps us on the right path to identifying what motivates us. Looking at the four content theories of motivation, the relation to the behavior of individuals is clearly established. The arguments go ahead to give factors that control behavior. Basing on the fact that necessities provide the background for the motivation of people, these theories seek to determine the specific requirements that tend to motivate individuals (Ivancevich et al., 2012, pp. 115).
From the four theories, the one that stood out to be the most persuasive in my view is the Maslow’s Hierarchy of Needs. It claims that people’s wants are organized in a hierarchical manner. An assumption is proposed that individuals tend to satisfy them starting from the most basic, which rank as the most fundamental. With the most basic being fulfilled, one moves to strive to meet those of a higher level in the hierarchy established by Maslow. These requirements can easily be associated with work-related factors that tend to determine motivation and satisfaction at workplaces. It goes a long way to explaining why people will often have different motivational factors. As a matter of fact, it is easy to identify individuals’ motivational desires basing on the hierarchy. It is also worth noting that in any situation, the basics will always rank first in individuals. When these demands are met, they will tend to aim higher due to the nature of people being in constant want for development. The Maslow’s Hierarchy of needs is easy to relate to from most perspectives in addition to making sense in question to looking at motivational needs of people.
- Ivancevich, J. M., Konopaske, R., & Matteson, T. M. (2012). Organizational behavior & Management, 10th ed. McGraw-Hill, NY.