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Motivation is a procedure which instigates, directs and perpetuates one's behaviors in terms of delivering best performances for attaining the goal. Motivation incorporates the physical, psychological, communal and intellectual intensities that energize the behavior (Snelgar, 2017). It has been important for an individual, as it helps an individual in the enhancement of efficiency and productivity, securing the loyalty, self-development, dynamic attitude in terms of delivering the best performance.
The role of a manager has been considered, as the leader of a particular domain of a company because he directs and leads the employees of that field (Bočková et al. 2019). Motivation always escalates the efforts and the quality of performances of the employees. In this regard, the efficient managers always have a motivational attitude towards the employees in terms of inspiring, motivating and encouraging them to deliver their best performance for achieving the goals. In this context, it can be said that, as a manager directs a particular area, it is also his duty to be a motivator.
Orientation is a special structure that is constructed to deliver the necessary information to a new employee to perform congenially and productively in the organizational environment (Zehir et al. 2016). Moreover, an orientation helps an organization to make the new employee empowered, encouraged and confident for working effectively by communicating with others.
iv. Differentiation between orientation and on boarding and with explanation using examples
On boarding is a continual procedure of engaging the newly recruited employees with the organizational culture and environment. On the other hand, orientation is the initial stage of on boarding that involves the method of introducing the new employees with the specifications of the organization and the responsibilities of the job (Davila and Pina-Ramirez, 2018). For example, it can be said that some employees get recruited in an SME, initially, the organization make them knowledgeable about the workplace culture under the orientation. On the other hand, the employees learn about all the attributes of the company like the vision, mission, operation, structure which also include their job responsibilities.
SPIRIT is an acronym of Specific, Prizes, Individual, Review, Inspiring and Time-Bound. According to the SPIRIT, the goals or objectives should be very specific and the outcome should be appreciable. Secondly, one can be rewarded by oneself at various extremities in the goal, especially for long-term goals (Zing365.co.uk, 2020). The setting of the goals must be followed by an individual's interests. The desires of his own should be focused on. Moreover, the progression towards setting goals must be reviewed frequently based on mental decisions. The goal has to be supported with positivity from where the inspiration comes. In this regard, the goal should be segmented by oneself into some small parts to make each of them completed within a scheduled deadline.
It is important in any field of service or task to get a proper feedback about the performances. Feedbacks have the power to bring a huge change in future way of executing a task, based on its way of delivery. The positive feedback can grow people’s interest in working On the other hand the negative ones can be challenging for a group of people (Morgan, 2017). The internal motivation of any individual can be improved after getting a criticizing review. With the positive ones supportive behavior is shown to people, which can give them a lasting motivation of continuing their jobs. Further the negative ones can bring a fast change in their quality of performance. The descriptive feedbacks can also give new ideas or open new ways for the people to work in a innovative way.
According to this theory any individual generates a feedback depending on the consequences for the behavior or activities of the worker. The feedbacks are given to ensure improvement in the person who is criticized. With both positive and negative feedbacks an individual can gain appraisal or undesirable behavior respectively which can affect the person and its lifestyle (Olusadum and Anulika, 2018). The other factor is punishment, this can reduce the probably of the repetition of the wrong choices that can bring this situation for the selected person. The last path is Extinction i.e. bringing a pause in providing review or appraisal. The positive feedback can be applied with delivering incentives or tribute as a token of appraisal. On the other hand negative feedback can be defined as salary deduction for the lower productivity or task quality (Olusadum and Anulika, 2018). The punishment can be stated as a higher form of the previous approach, where the employee can be suspended or fired from a job for breaking organizational norms. Extinction can be applied by harsh managerial behavior or refusing to give incentives. This can also come up with a negative effect in the employee
Bočková, K.A.T.E.Ř.I.N.A., Škoda, M. and Lengyelfalusy, T.O.M.Á., 2019. Project Management And Its Aspects In Global Organisation: Case Study. Journal of Financial Economics, 1(1), pp.39-58.
Davila, N. and Pina-Ramirez, W., 2018. Effective onboarding. American Society for Training and Development.
Morgan, K., 2017. Reconceptualizing motivational climate in physical education and sport coaching: An interdisciplinary perspective. Quest, 69(1), pp.95-112.
Olusadum, N.J. and Anulika, N.J., 2018. Impact of Motivation on Employee Performance: A Study of Alvan Ikoku Federal College of Eduaction. sigma, 1, p.1.
Snelgar, R.J., Renard, M. and Shelton, S., 2017. Preventing compassion fatigue amongst pastors: The influence of spiritual intelligence and intrinsic motivation. Journal of Psychology and Theology, 45(4), pp.247-260.
Zehir, C., Gurol, Y., Karaboga, T. and Kole, M., 2016. Strategic human resource management and firm performance: the mediating role of entrepreneurial orientation. Procedia-Social and Behavioral Sciences, 235, pp.372-381.
Zing365.co.uk. 2020. Setting Goals With SPIRIT – Zing365 | Marlborough Training. [online] Available at:
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