One of the leading forces of success is motivation. Motivation is described as the desire to achieve an objective or a certain level of success that leads to goals. When I call someone motivated, I mean the individual is working hard in undertaking a particular task. Therefore, I find the theory of equity to be aligned with the motivation process in the telecommunication industry, where I work. The view of equity is founded on the principle of justice motivating individuals (Afota & Robinson, 2020). The theory postulates that people can change the work they do to ensure the situation is fair in their eyes, if they recognize the inequality between themselves and a peer. Thus, every employee is being given equal opportunity to create fairness at the workplace. The process succeeds in motivating me, as it considers the value of input and output made by each employee.
The theory of expectancy implies that workers base their efforts on their expected levels of reward. Thus, workers would be inspired to make an effort because they believe that extra efforts would result in positive results. Therefore, I find the theory defining what motivates me, since I believe in putting extra effort into the workplace to earn extra rewards. The key objective of the principle of expectancy is to achieve the best results (Afota & Robinson, 2020). In this respect, managers have to use straightforward programs that closely link benefits to success, to achieve optimal employee performance. It also has to be taken into account that workers have to desire the benefits offered, and the critical point is that as an employee, I have to assume that the more effort to be made, the higher the level of expected results. Besides, I am motivated by other factors, such as a conducive working environment, good wages, and career advancement opportunities in telecommunication.
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Modification of organizational behaviour is a personnel management technique that aims to improve the working person's observable and measurable behavior . Examples involve lack or delay, and job quality or quantity. It calls for action to promote desired success and to prevent unwanted behaviour in the workplace. The strategy applies to the production and service departments of an organization, and help improve the efficiency of operations, while enhancing the understanding of employee behavior (Baporikar, 2021). Therefore, I find it an effective method for managing human resources. It also provides a range of strategies to learn new behaviour and replace unwanted behaviours at the workplace. The desired behavior of employees can be encouraged through positive reinforcement (Baporikar, 2021). In the effectiveness of each training program for workers, the principle of social learning can be helpful. Therefore, this makes organizational behaviour modification a perfect strategy for employee growth.
Individual values are important because they contribute to employees’ growth and development. They help an employee to build the future that they want to experience. Hundreds of decisions are being taken every day by every individual and organization. Therefore, the choices I make represent my principles and beliefs and are often guided to a particular goal, and I consider this as a fulfilment of my individual or organizational needs. For instance, if I have a trustworthy value and I feel confident in everyone, some of our ideals may be compatible, while others may not. The more my values are aligned, the happier I would be in life. In a perfect organizational environment, recognition of employees can improve motivation if provided and successfully enforced. It is one of the secrets to good performance, especially through accompanying incentives. Besides enhancing employee motivation, having open communications with staffs is essential in improving organizational cooperation.
References
Afota, M. C., & Robinson, M. A. (2020). Mitigating information overload: An experiential exercise using role-play to illustrate and differentiate theories of motivation. Management Teaching Review , 2379298120933999.
Baporikar, N. (2021). Effect of reward on motivation and job satisfaction. International Journal of Applied Management Sciences and Engineering (IJAMSE) , 8 (1), 12-51
