Individual
Behaviour
Motivation
Motivation can be described as the
internal force that impacts the direction, intensity, and endurance of a
person’s voluntary choice of behaviour. It consists of −
Direction − focused by goals.
Intensity − bulk of effort allocated.
Persistence − amount of time taken for the
effort to be exerted.
Example − A team leader encourages team
members to work efficiently.
Features
of Motivation
Motivation is an internal feeling, that
is, it defines the psychological state of a person. It is a continuous process
and we should make sure that it is not disturbed. A person should be encouraged
completely.
Motivation consists of three interacting
and dependent elements −
Needs − The requirements or deficiency which is created
whenever there is physiological imbalance.
Drives − The various camps or events organized to motivate
the employees and give them new opportunities.
Incentives − Employees need to be rewarded
for their nice work in order to keep them encouraged.
Importance
of Motivation
We need to motivate employees because of
the following reasons −
1.
Motivated employee is more quality oriented.
2.
Highly motivated employees are more productive as compared to other employees.
3.
It helps in achieving three behaviour dimensions of human resource namely
a)
Candidates must be attracted not only to join but also remain in the firm.
b)
Employees must perform task in a dependable manner.
c)
Employees should be creative, spontaneous and innovative at work.
Maslow’s
Hierarchy of Needs Theory
This theory was produced in order to
answer the question “What motivates an individual”. Every second need comes to
force when the first need is satisfied completely.
Physiological Needs
Every individual needs to take care of
the basic requirements required to sustain. These requirements include food to
eat, clothing to wear and shelter to live in. These necessities are relatively
independent of each other but are finite.
Food, water, shelter, sleep, excretion, etc.
Safety Needs
Everybody wants to stay in a protected
environment with minimal danger so that they can have a peaceful life. Safety
needs basically includes protection from physiological danger like accident and
having economic security like bank accounts, health insurance
In an enterprise, it includes job
security, salary increment, etc. The managerial practice to satisfy this
involves offering pension scheme, provident fund, gratuity etc.
A sense of security of the self, job security, health
security, safe environment, etc.
Social Needs
We have all heard that man is a social
animal, we want to be there with those people where we are loved and we are
accepted as we are; nobody wants to be judged. This is a common requirement
every human desires.
This theory helps managers to think
about encouraging their employees by identifying employee needs. In short, it
presents motivation as constantly changing force, expressing itself to the
constant need for fulfilment of new and higher levels of needs.
Strong bonds, love
relationships.
Esteem
Esteem means the typical human desire to
be accepted and valued by others. People often involve in a profession or hobby
to gain recognition, earn fame and respect. According to Maslow, the needs of
humans have strict guidelines - the hierarchies rather than being sharply
separated, are interrelated. This means that esteem and the consequent levels
are not strictly separated but are closely related.
Self-confidence, respect, good reputation, etc.
Self-Actualization
Self-actualization means realizing one’s
full potential. Maslow describes this as a desire to complete everything that
one can, to become the most that one can be.
Morality, spontaneity, and acceptance.
Personality
The word personality is derived from a
Greek word “persona” which means “to speak through.”
Personality is the combination of characteristics or qualities that forms a
person’s unique identity. It signifies the role which a person plays in public.
Every individual has a unique, personal and major determinant of his behaviour
that defines his/her personality.
Personality trait is basically
influenced by two major features −
1.
Inherited characteristics
2.
Learned characteristics
Inherited
Characteristics
The features an individual acquires from
their parents or forefathers, in other words the gifted features an individual
possesses by birth is considered as inherited characteristics. It consists of
the following features −
Colour
of a person’s eye
Religion/Race
of a person
Shape
of the nose
Shape
of earlobes
Learned
Characteristics
Nobody learns everything by birth.
First, our school is our home, then our society, followed by educational
institutes. The characteristics an individual acquires by observing,
practicing, and learning from others and the surroundings is known as learned
characteristics.
Learned characteristics includes the
following features −
Perception − Result of different senses like
feeling, hearing etc.
Values − Influences perception of a situation, decision
making process.
Personality − Patterns of thinking, feeling,
understanding and behaving.
Attitude − Positive or negative attitude
like expressing one’s thought.
Traits
of Personality
Personality traits are the enduring
features that define an individual’s behaviour. A personality trait is a unique
feature in an individual. Psychologists resolved that there are five major
personality traits and every individual can be categorized into at least one of
them. These five personality traits are −
Extrovert
Neurotic
Open
Agreeable
Conscientious
Major Personality Attributes
Following are the five major personality
attributes that influence OB −
Locus of Control
Locus of control is the centre of
control of an individual’s code of conduct. People can be grouped into two
categories i.e., internals and externals respectively.
People who consider themselves as the
masters of their own fates are known as internals, while, those who affirm that
their lives are controlled by outside forces known as externals.
Before making any decision, internals
actively search for information, they are achievement driven, and want to
command their environment. Thus, internals do well on jobs that craves complex
information processing, taking initiative and independent action.
Externals, on the other hand, are more
compliant, more willing to follow instructions, so, they do well in structured,
routine jobs.
Machiavellianism
Machiavellianism is being practical,
emotionally distant, and believing that ends justify means.
Machiavellians are always wanting to win
and are great persuaders. Here are the significant features of a high-mach
individuals −
High-Machs
prefer precise interactions rather than beating about the bush.
High-Machs
tend to improvise; they do not necessarily abide by rules and regulations all
the time.
High-Machs
get distracted by emotional details that are irrelevant to the outcome of a
project.
Self-esteem
It is the extent up to which people
either like or dislike themselves. Self-Esteem is directly related to the
expectations of success and on-the-job satisfaction.
Individuals with high self-esteem think
that they have what it takes to succeed. So, they take more challenges while
selecting a job.
On the other hand, individuals with low
self-esteem are more susceptible to external distractions. So, they are more
likely to seek the approval of others and to adapt the beliefs and behaviours
of those they respect.
Self-monitoring
Self-monitoring is the capability of
regulating one’s behaviour according to social situations. Individuals with
high self-monitoring skill easily adjust their behaviour according to external,
situational factors. Their impulsive talents allow them to present public
personae which are completely different from their private personalities.
However, people with low self-monitoring
skills cannot cover themselves. Regardless of any situation, they are always
themselves. They have an attitude of, “what you see is what you get.”
Risk taking
Generally, managers are reluctant on
taking risks. However, individual risk-taking inclination affects the bulk of
information required by the managers and how long it takes them to make
decisions.
Thus,
it is very important to recognize these differences and align risk-taking
propensity with precise job demands that can make sense.
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