Occupational Psychology

Theories of prompt provide those that argon in managerial positions with greater understanding of what makes employees suffice to their peak motion. The practice of comprehending penury freighter result in influencing and managing the demeanor of a work onforce proceedsively. Motivation is intrinsic or extrinsic and is seen as a desire or fill that gives an respective(prenominal) focus and drudge in their role, travails they atomic number 18 employed to do and controls an case-by-cases behavior. We are entirely cause by different things and in different rooms. Some people are motivated by doing a good job and look for face-to-face recognition and own(prenominal) growth, whereas others are motivated by m unmatchabley and promotion. When employ to the workplace it is ab step to the fore getting the most from an employee through encouragement in order for them to give the best feat in their role.Two theories that scram influenced organizations and are employ to date are Maslows possibleness hierarchy of ask and Lockes possibility on conclusion coiffureting. Maslows possibility is referred to as a content theory of motivation and suggests how an individual be devotes in a workplace is dependent on the need or requirement to fulfill certain inescapably. If an individual does not accomplish these needs they encounter an imbalance which they will try to rectify. The theory suggests we are motivated by basic needs and as these needs are met we move to another level of the hierarchy of needs until we gift the pinnacle of the pyramid. The levels that Maslow envisions we all go through are, basic needs, safety needs, brotherly needs, esteem needs and self-actualization. Once individuals reach the self actualization level, the need continues to act as a motivator, the more they experience the need, the more they hope to experience further growth and satisfaction.A study by Parker et al (1991) looked into motivation needs and their rela tionship to life success. The study looked at the responses of managerial and non-managerial industry workers. It showed that the need to achieve was positively related to success. This included status-wealth, character to society and professional fulfillment, alone was negatively related to security and when carried out the type of role i.e. managerial and non managerial was an essential predictor of supply needs and accomplishment.C.L. Cooper (2001) too supported Maslows theory of needs accept that they are extremely important because the nature of work is changing, as betrothal is now insecure or short term contracts. British study structure is becoming more Ameri back toothized, having longer hours, intrinsic job insecurity and employing a bottom line management approach. Cooper proposed that Maslows theory is outlying(prenominal) more important today with the British workforce than it was in the ultimately century. P.E. Ajang (2012) also supports the theory that Maslo ws hierarchy of needs have been useful in faces in motivation, believing that in order for them to be effective and efficient, managers and the presidency must be willing to understand and provide factors that motivate employees at bottom their roles and duties.Greenberg & Baron (2003) support the distinction between the growth needs and deficiencies in Maslows theory but proposed that not all individuals are able to remunerate their high order needs in employment. Their research found that managers from higher ranks in organisations were able to pander both their growth and deficiency needs whereas managers at a lower level were only able to satisfy their deficiency needs at work. Nadler & Lawler (1979) cited in Graham & Messner (1998) believed there were triad major criticisms of Maslows theory arguing that the theory makes assumptions about employees in general. These are that employees are similar, all situations are similar and that there is only one best way to meet the ir needs.Lockes theory is referred to as a carry through theory of motivation and proposes that employees are motivated by having proper(postnominal) goals set them and being given the necessary feedback. He suggests that if we are given goals it motivates an individual to achieve a goal which improves overall execution. Goal backcloth employs underlying points, referred to as SMART. These are specific, measurable, agreed upon, realistic and time bound. Goals should be specific (so an individual knows what to do), measurable (so an individual knows when they have to be completed), agreed upon (this way an individual has a joint/vested interest in their success), realistic (difficult but realistic to accomplish in period allotted, qualification sure they are not impractical objectives as this will demotivate them) and time constrained (having a time limit ensures individuals complete the task).Morisano et al (2010) investigated whether goal setting would parent academician pe rformance for struggling students, following the conclusion that in universities twenty five percent never complete their course. The study found that the students who followed the goal setting intervention showed extensive improvements in their performance compared to those that had not had goals set. They propose that if they are standardized, easily administered and time limited that enhancement in academic performance can be attained in struggling students.Steele-Johnson et al (2000) found in their analysis of goal predilection and task contract effects on motivation, affect and performance that participants with performance goal orientation were more satisfied with their overall performance on an simple task as this offered a better possibility for them to demonstrate their capability. Their results showed that advantages of goal care were dependent on the type or intricacy of task given. seam complexity affected goal orientation on affect and performance and task consiste ncy moderated goal orientation on intrinsic motivation and self-efficacy.In Latham & Steeles (1983) study on college students performing toy assembly, and whether work strategies or goal setting would boost performance, the results showed that specific goals set by a supervisor led to elevated performance rather than generalized do best objectives. The study found and supported Lockes theory of goal setting as did other studies by Mento et al (1987), Locke & Latham (1990) and Locke & Latham (2002).Grants (2012) study on goal setting in teaching and practice saw goal setting as an ideal structure in order for individuals to explore, recognize and modify unhelpful implicit goals. This would promote positive change and a motivational effect on behaviour, but he also felt that it could hinder performance, in particular if the task allotted was too complicated, was too exigent or the individual was inexperienced, had low self-efficacy and resources were limited. He also proposed that i ndividuals were more likely to cheat and be unhelpful with peers if there were highly competitive situations or high performance goals. He felt that SMART goals suppress the development of sophisticated erudition and intimacy. He stated that unclear managerial perception or knowledge of Lockes theory could result in ill informed decision making and incorrect practice.In conclusion the level of influence on performance and motivation is dependent on how a theory is applied and by whom and whether they are proficient at applying the theory. When using Maslows theory if an individual is inexperienced in teaching or training methods (i.e., supervisors, managers, etc) the theory is absolutely ineffective, although if they are a trained teacher or academic they may have some success in its application. Employers need to be able to work out which level of the hierarchy of needs an individual is at in order to motivate them i.e. if someone is on a low profits and are struggling to get by they are unlikely to be motivated be receiving a credential for a job head done, they are more likely to be motivated with the offer of a salary increase. Problems exist with the theory as individuals arent always predictable, they can also sometimes be driven to do well by what they sapidity strongly about and not necessarily by what they require.In contrast Lockes theory seems to have more success and is an established method used in organisations today. It has been shown to be a reliable and effective way of motivating employees. Studies have shown that performance improvements that are related to goal setting can be between ten and twenty percent. Goal setting industrial plant because it gives individuals objectives, energizes individuals, provides a challenge and encourages creativeness in an individual in their workplace. To managers and supervisors it is lightsome enough to employ and can be very useful as the results can be easily understood and supervised. In academics and teachers who are highly proficient it can be very useful as can show levels of attainment and can be a good index on how to progress and improve an individuals overall performance and if applied aright will have great advantages.In summary we all require motivation to work hard, but individual differences in motivation are due to factors much(prenominal) as locus of control and personality. We are all motivated in different ways and by different things, such as personal gain, money, reward or by achievement and personal success. These motivations can alter depending on our circumstances. Lockes theory seems the most useful in addressing human problems in motivation but ultimately it is down to the organisation and which method they employ, that determines whether a theory has been helpful or unhelpful. The competency on the individual using the theory will evidently determine whether motivation of an individual is successful or not in the workplace.