MANAGING ORGANISATIONS AND INDIVIDUALS

Organizational and individual management revolves around understanding why people act in certain
ways and what drives their behavior. Motivation is the driving force behind action and is influenced
by each individual's uniqueness, intentions, arousal, and behavioral orientation. Motivation theories
include both extrinsic and intrinsic motivation theories.

Extrinsic motivation theory focuses on factors outside the work environment, such as pay, benefits,
and safety, that can motivate employees. Meanwhile, intrinsic motivation theory focuses on intrinsic
factors of work, such as self-satisfaction from the nature of work. Both types of motivation play an
important role in understanding and motivating employees. In addition, other theories such as
Maslow's hierarchy of needs theory, Herzberg's two-factor theory and Vroom's expectancy theory,
provide information on understanding and predicting the behavior and motivation of people. people
at work job.

Maslow's hierarchy of needs classifies human needs into five levels, while Herzberg differentiates
factors that lead to job satisfaction and dissatisfaction. Vroom's theory emphasizes the importance
of values, expectations, and availability in motivating employees. Additionally, Adams' theory of
equity emphasizes fairness in the distribution of rewards, while Locke's goal-setting theory
emphasizes the effectiveness of setting specific and challenging goals awake.

Furthermore, the theory of job characteristics proposed by Hackman and Oldham suggests that
enhancing job characteristics such as skill variety, task identity, autonomy, and feedback can lead to
positive psychological states and outcomes such as motivation, satisfaction, and performance. In
summary, understanding and applying motivation theories, including both extrinsic and intrinsic
motivation, is critical to effective management and organizational success.