 |
| (McGregor and Doshi, 2015) |
Organizations believe a strong organizational culture is critical
to success. Culture is a part of internal environment, and it is the set of
values, beliefs, behaviors, customs, and attitudes that helps the employees to
understand how it does things, what it considers important etc. (Ricky, 2007). Culture
seems like some magical force.
Most leaders manage the culture based on their perception, but it seems only few
know how to control. Organizational culture should motivate employees to achieve
organizational goals (Sempane et al., 2002).
It is
important to understand why we work for some organization and how well we work. Deci and Ryan (1985) identifies six main reasons why people work for an
organization, and they are play, purpose, potential, emotional pressure,
economic pressure, and inertia. First three motives, while the latter three
hurts. Organization with high performing culture maximizes play, purpose and potential
while minimizing the emotional pressure, economic pressure and inertia. McGregor
and Doshi (2015) explain these six reasons in the following way;
Play is when employee is motivated by the work itself.
Eg: A nurse at play takes care of the patients with smiling face.
Purpose is when result of the work fits the employee’s
value. Eg: A doctor is satisfied when he saves a patient who was in a critical
condition.
Potential is when the work outcome benefits the
employee’s need or enhances work potential. Eg: A doctor is doing his job to
become a consultant.
Emotional pressure is when an employee works due to some
external force/pressure.
Economic pressure is when an external force makes an
employee work and may due to gain a reward or avoid a punishment.
Inertia is when an employee can’t identify
why he is working.
Further, motivated staffs feel responsible for the
organizational success (Sokro, 2012). According to Hofstede (2001), recognition
of the work done by the employees will make them work harder in future. A great
organizational culture should motivate people to perform at work rather than
just work. This kind of performing culture is a great advantage for organizations.
Culture could play a greater role in survival of an organization. Therefore,
leaders must carve the organizational culture, and should not consider culture as
a magical force.
References
Deci, E. and Ryan, R. (1985) Intrinsic Motivation and
Self-Determination in Human Behavior. New York: Plenum Press.
Hofstede, G. (2001) Culture’s Consequences: Comparing
Values, Behaviors, Institutions, and Organizations Across Nations. 2nd
ed. London: Sage Publication Limited.
McGregor, L. and Doshi, N. (2015) How Company Culture Shapes
Employee Motivation. Available at: https://hbr.org/2015/11/how-company-culture-shapes-employee-motivation
(Accessed: 08 January 2020).
Ricky, A. (2007). Fundamentals of Management. 5th
ed. USA: Houghton Mifflin Company.
Sempane, M., Rieger, H. and Roodt, G. (2002) ‘Job
Satisfaction in relation to organisational culture’, SA Journal of Industrial
Psychology, 28(2), pp. 23-30.
Sokro, E. (2012) ‘Analysis of the relationship that exists
between organisational culture, motivation and performance’, problems of
MANAGEMENT in the 21st century, 3(1), pp. 106-119.
Motivated employee is a asset for a organization. You have pointed key things in motivation. Thank you for the artical. Good job.
ReplyDeleteGood job.well explained about the culture in Human Resource Management.most of the section are well defined.
ReplyDeleteAs professionals we are exposed to an organizational environment and sometimes we have to work with different organizations with B2B business and etc, and sometimes we are changing our working places, so we can feel that each places have diffent cultures, as we learn culture also plays a good part, employees performs better in a good culture, so leaders of an organization have to maintain a good culture.
ReplyDeleteYou have endeavored to give an account on effect of the culture on the motivation in general. It would have been more effective to relate it your industry. Anyway basics are nicely described.
ReplyDeleteThe definition of organizational culture has been the subject of a wide debate, and scholars from various disciplines have been drawn to it offering diverse perspectives. As a result, the term culture came to be used interchangeably with concepts such as values, organizational climate, physical and cultural artifacts, norms or as the “normative glue" pervading organizational action and holding members together (Schneider, Brief & Guzzo, I996).
ReplyDeleteincreasing employee motivation comes down to one word: trust. Your employees should know that they can trust you to take care of them and invest in their future while you also communicate your confidence in their abilities. Build employee confidence and watch your business grow!
ReplyDeletean organization's cultural climate has a direct influence on employee motivation. Motivated employees can lead to increase productivity and to achieve higher levels of output.
ReplyDelete