Department of Business Administration

Subject:

Introduction to Psychology and Organizational

Behavior

Instructor:

Ms. Fatima Bashir

Name: Laiba Saleem

Reg ID: 200477

Section: BSAF-2

Date of submission: April 18, 2021

Assignment No:3
Critically analyze overall factors/indicators that motivate employees to
perform.

Reward and recognition:

Reward and affirmation are inseparably connected. Recognition that isn't trailed by an
award has a short timeframe of realistic usability; acclaim that isn't joined by a prize
begins to lose its impact. Representatives lose inspiration in the event that they are not
remunerated for additional exertion. In spite of the fact that applause is adequate in
certain circumstances, representatives lose inspiration in the event that they are not
remunerated for additional exertion. Workers ought to be remunerated and perceived
to rouse and enable them.

Development:

Representative development is basic for engaging laborers; overviews demonstrate

that 20% of workers lean toward proficient improvement openings and preparing over
compensation pay. Worker advancement not just makes them independent and permits
them to offer all the more proficiently in the work environment, however it likewise
permits them to improve their commitment to the business.

Leadership:

Only 2 out of 10 specialists unequivocally acknowledge that their prosperity is dealt

with in a manner that persuades them to accomplish magnificent work, as per a Gallup
report. This exhibits how much a fruitful pioneer persuades representatives. An
effective pioneer comprehends what spurs faithful and roused individuals to perform
at their best. A decent pioneer should have practical yearnings and bring to the table.

Work life balance:

Representatives flourish when they have a solid harmony between serious and fun
activities. Representatives who are persuaded are less inclined to require days off,
leave the business, and are more able to work longer hours. On the off chance that
there is definitely not a decent balance of fun and serious activities, these equivalent
specialists are bound to "wear out" and become unmotivated. Workers who are
enlivened would exceed any and all expectations for the business, attempting to give a
valiant effort.

Work environment:

Representatives who are propelled dominate in a steady work environment. The

physical and non-actual conditions are alluded to here; the actual climate alludes to
the workplace room and encompassing zones. Workers perform well in open
conditions that initiate the faculties; for instance, Google is prestigious for their
remarkable office spaces that focus on representative wellbeing – with green spaces,
quiet territories, and sea shore volleyball courts.to name yet a couple! Google pull out
all the stops on the worker climate accepting that the space you work in incredibly
influences representative inspiration. Google's way of thinking is that "life at Google
isn't all work", hence they advance easygoing agreement between representatives,
showing how coordinated effort advances imagination, drives creation and expands
inspiration.

Make a questionnaire to find indicators for motivating employees

using (i) Maslow theory (ii) expectancy theory (iii) equity theory (iv)
goal setting theory and indicators suggested in Q1.

Maslow theory: circle the appropriate answer:

1. Strongly agree
2. Agree
3. Neither agree nor disagree
4. Disagree
5. Strongly disagree

1. I feel I get a satisfactory amount of sleep and wake up refreshed most

mornings
1 2 3 4 5

2. I feel the amount of physical activity I partake in is enough to remain fit

and healthy
1 2 3 4 5

3. I feel I have a nutritious, well balanced diet and eat in moderation

1 2 3 4 5
 4. I feel like I cope well with stress when I do encounter it
1 2 3 4 5

5. I am concerned about my future career prospects

1 2 3 4 5

6. I do not find myself worried about satisfying my basic needs for survival.
1 2 3 4 5

7. I feel safe around my family, colleagues, and friends.

1 2 3 4 5

8. I feel I am safe from any immediate harm.

1 2 3 4 5

Expectancy theory:

4 it is extremely desirable to you

3 it is very desirable to you
2 it is relatively desirable to you
0 it is neither desirable nor undesirable to you; you don't care
-1it is undesirable to you

HOW DESIRABLE IS IT FOR YOU TO...?

Characteristic Rating
Be highly paid ___ (Q1)
Get respect from your peers ___ (Q2)
Have good working conditions ___ (Q3)
Get promoted rapidly ___ (Q4)
Have interesting assignments ___ (Q5)
Have autonomy in making decisions ___ (Q6)
Be supervised very closely ___ (Q7)

Goal setting theory;

Scale: Almost Never 1 2 3 4 5 Almost Always

1. I understand exactly what I am supposed to do on my job. ___
2. I have specific, clear goals to aim for on my job. ___
3. The goals I have on this job are challenging. ___
4. I understand how my performance is measured on this job. ___
5. I have deadlines for accomplishing my goals on this job. ___
6. I have more than one goal to accomplish, I know which are most important
and which are
least important. ___
7. My goals require my full effort. ___
8. My manager tells me the reasons for giving me the goals I have. ___
9. My manager is supportive with respect to encouraging me to reach my goals.
___
10. My manager lets me participate in the setting of my goals. ___

Suggest strategies and policies to management on ‘how to motivate

employees.

1. Set goals to create meaning:

Objective setting gives workers significance in their everyday jobs: representatives

who are brought along on the objective setting venture are 3.6 occasions bound to be
locked in than the individuals who are definitely not. To inspire workers, you ought
to:

 Establish what’s expected of them

 Help them visualize what success in their role looks like

 Explain how their contribution makes a difference to the business

2. Celebrate milestones big and small:

Setting and celebrating mini-milestones keeps workers engaged in their day-to-day
jobs, not just the major wins. Understanding the challenges that your people are
facing is also a part of celebrating achievements. When a mini-milestone is missed,
use the time to figure out what's obstructing the team's success and how to solve it,
and whether the end-goal needs to be re-assessed.

3. Provide meaningful feedback:

Applause is frequently valued, yet it takes on a totally different sense when it's
joined by explicit occurrences. "Incredible introduction, all around done," is cool,
yet "Extraordinary introduction, your explanation of how this influences our
shopper base will help us support client steadfastness," pinpoints decisively how
somebody's responsibility benefits the business. Giving clear, directed input
exhibits to your group that you give it a second thought.
4. Empower problem solving and learning:
Make space for your kin to take care of their own issues. You can offer help and
direction, however it's imperative to allow workers to lead with their own thoughts
and arrangements. That way, they'll know their abilities and viewpoints are
esteemed. Sustaining a culture where critical thinking and learning is energized
implies:

 Listening to your team’s ideas

 Embracing their unique skills

 Encouraging self-directed learning

 Allowing them to take ownership of their work

 Creating a safe space where failure is framed as a learning opportunity

5. Follow through on promises:

Establish a culture of confidence and continuity that is maintained from the top
down to keep workers motivated. Since you serve the company as a boss, the
promises you make will have a direct effect on employee engagement. Employees
also fail to differentiate between commitments made by a manager and those made
by the organization, resulting in a loss of faith in a manager.

6. Experiment and learn:

There is no brilliant formula for keeping laborers roused that works for everyone.
Keeping up representative assurance is an endless test that permits you to explore
and realize what works (and what doesn't) for your group. These are a couple of
thoughts to consider as you look for more successful approaches to keep your
laborers glad, propelled, and invigorated.