UNIT 2

MOTIVATION
Motivation is essentially the underlying drive of individuals to accomplish tasks and goals. There are
many factors that can influence employee motivation including organizational structure, integrity of
company operations, and company culture.

Motivation can be defined as stimulating, inspiring and inducing the employees to perform to their
best capacity. Motivation is a psychological term which means it cannot be forced on employees. It
comes automatically from inside the employees as it is the willingness to do the work.

Nature of Motivation
Motivation is an important factor which encourages persons to give their best performance and help
in reaching enterprise goals.

INTERNAL AND EXTERNAL FACTORS AFFECTING MOTIVATION IN AN

ORGANISATION
Employee engagement is the level to which employees feel motivated and involved in their
workplace. Job responsibilities, work relationships and growth opportunities are among primary
internal factors affecting engagement. External factors include competing career opportunities, along
with family and social obligations. Reviewing factors that affect employee engagement and
motivation will help you make the best decisions for your company when it comes to engaging staff.
Job Responsibilities and Work Relationships
The tasks you perform and the people you interact with on a daily basis have a tremendous impact
on employee engagement, explains the Dale Carnegie organization. People love jobs that allow them
to explore and engage in their passions. Someone who loves working with people is more likely to
feel engaged in customer service than in a back office IT position, for instance.
Work relationships with peers and supervisors affect quality of daily life at work. Employees who
value the people they work with are more likely to commit to the organizational culture and
objectives.
Different Growth Opportunities
Workers are motivated by challenging and rewarding work. When an employee gets stuck in a
position with limited upward mobility, her level of engagement in that role can wane. Opportunities
for professional growth and skill development causes employees to stay engaged.
Ambitious employees also feel compelled to stay active in development when they know higher-level
positions with greater responsibilities lie in wait. If employees feel as though ideas, input and
productive work get rewarded in an organization, they are more likely to focus on these objectives.
Empowering employees is a key way to improve engagement, according to the Gallup organization.
Competition from Other Options
Competing career options or access to better-paying jobs are among common external factors that
mitigate engagement. When employees aren't convinced a company and position are optimal, they
may keep one eye open for greener grass. Employees also may get distracted with second jobs or
other outside endeavors.
Some employees have jobs or freelance gigs on the side that may distract from full commitment to a
full-time employer and position. Plenty of opportunities, a positive culture and fair compensation
protect against employees exploring external opportunities.
Family and Social Obligations
Company workers are people who are affected by human emotions. In some cases, employees get
pulled emotionally into family situations that distract from full engagement in work. If a worker is
managing the health of an ailing parent, for instance, that employee may struggle to commit the
time, energy and effort to perform optimally at work.

Some employees also view work as a 40-hour-a-week commitment and want to put no further time
and energy into the job. In such cases, employees clock out at the end of the day and move on to
hobbies or social activities. Interesting work may inspire differences between entrepreneur and
manager. greater buy-in.

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By answering some 120 questions one can rate himself.
For eg
Psychosomatic and Psychological problems which affect an organisation
psychological disorders increase pain, while extreme fear, stress, and shock decrease pain. Many
studies have reported that cultural norms

Ref:

https://my.clevelandclinic.org/health/diseases/21521-psychosomatic-disorder

https://www.ncbi.nlm.nih.gov/pmc/articles/PMC2882896/

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Thematic appreciation test
The Thematic Apperception Test, or TAT, is a type of projective test that involves describing
ambiguous scenes to learn more about a person's emotions, motivations, and personality.
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STRESS MANAGEMENT
Stress Management in an Organisation refers to the systematic approach that companies adopt to
ensure the mental, emotional, and physical well-being of their employees by providing a conducive
work environment and alleviating stress triggers.
ROLES:
Increased employee engagement
Reduced employee turnover
Improved employee health
Better team morale
Improved customer satisfaction
Good company culture
SYMPTOMS AND CAUSES OF STRESS

Causes of Stress in Organizational Behaviour

Stress can be caused by a variety of factors. Knowing these factors well will allow you to manage
them and build a better working environment for your employees. The following are the main causes
of stress in organizational behaviour and tips on how to manage them.
1. Concern Regarding Career

Employees might feel concerned about not growing in their careers due to fewer growth
opportunities or feel stuck in the same position for too long.

How to Resolve?

Reward your employees for their efforts. Offer promotions and salary appraisals when deserved. If
your employees feel appreciated, it will reduce their stress levels and make them feel they are
achieving a positive outcome working in the organization. Give them opportunities to learn and grow
in skills. Provide them exposure. You can sponsor learning courses for them as well.

2. Uncertainty of Roles/Responsibilities

If employees feel uncertain or unsure about what is expected of them, and what is exactly their daily
responsibilities, they might feel confused and gain stressed.

How to Resolve?

Develop clear communication with your employees. Talk to them more often. Map out their
responsibilities clearly and regularly have a meeting regarding them. Let them know what you are
expecting and how much time you are expecting it. Just having an open discussion and letting them
know you are available for questions can fix this problem.

3. Rotating & Extra Long Shifts

Extra long shifts leave no room for personal time and may even tire the employee to exhaustion.

How to Resolve?

Have balanced shifts. If there is a requirement for your employee to work extra shifts, offer them
smaller shifts or paid half-day leaves for later. Make sure they get their rest so they can come back
stronger. Rotating shifts should be avoided if the employee isn’t comfortable with them. If rotating
shifts cannot be avoided offer them a chance to work from home during some of them. Once again
communication is the key. Let them convey to you what brings the most productivity in them.

4. Unexpected Sudden Changes

Too many changes that happen quite often leave an employee feeling unstable and adjusting most of
the time.

How to Resolve?

Follow a smooth transitioning process when it comes to changes. For example, if you are changing
your employee’s roles maybe because he or she got a promotion, offer them as much help as
possible and also give less workload in the beginning. If you are bringing a new team manager or
client to work with, have them introduced, talk and get to know each other. If you are making new
policies, give prior notice to employees and give them time to adjust. Before making any changes in
the offices and cubicles, talk to the employees first.

5. Workload
No one can handle over workload well. Burdening your employee with extra work, making them
work extra hours or providing unjustifiable deadlines are some of the obvious reasons for stress.

How to Resolve?

Keep an organized record of your team members’ tasks in one place. You can regularly check which
member has how many tasks and delegate further work according. Keep a record of which tasks are
getting completed. This way you will always have a clear picture of everyone’s workload. Give
employee of the month awards to your team members by evaluating these records and you’ll see so
much motivation in them. Give tasks one by one and let them know the focus is quality, not quantity.

6. Role Conflict

Role conflict refers to when an employee has to perform tasks incompatible with their behaviour,
interests, capabilities or moral values.

How to Resolve?

The best thing to do here is to know your employees. Understand which employee is good at which
tasks and provide them with work related to that only. Understand the requirements of the tasks and
delegate them to someone whose abilities match the best with it. For example, a good
communicator can handle client meetings. Someone who talks less can be given work that requires
more focus and concentration.

7. Conflicts With Colleagues

Having some kind of conflict such as feeling disrespected or discriminated by your fellow colleagues
can cause a lot of stress at the workplace.

How to Resolve?

Stand up for your employees. If you see any disrespect occurring in the office, take action to resolve
it as smoothly as possible. Let your employees know they can communicate such problems with HR
anytime. Organize small events from time to time or take employees to celebration lunch or dinner
so they can socialize. Have small cafeterias and lunch rooms where they can talk. Employees can be a
great support to each other when it comes to managing stress.

8. Poor leadership

If leaders at the organization are rude, regularly point out mistakes, and take little to no time to
appreciate the employee, It is another reason for stress!

How to Resolve?

Don’t promote a harsh working environment where leaders often scold their employees. Being strict
and rude is only going to make the employee dislike the job and leave in the future. Let them know
their mistakes nicely and motivate them to work better. Communicate don’t order.

Appreciate the work whenever they deserve it.

Although stress is an inevitable aspect of life, poor stress management can have a detrimental effect
on your business. However, the correct tools and techniques for handling stress at work can increase
productivity and help individuals perform at a high level.
A great way to manage stress & burnout of your employees to have them work at their best
efficiency is to invest in a good employee wellness program such as the resiliency program.
 UNIT 3

ROLE OF ENTERPRISES
A business enterprise's role is to provide goods and services to customers in exchange for money.
The ultimate goal of a business enterprise is to generate profits for its owners or shareholders.
Internal and External Growth Strategies

Internal Growth
Internal growth (or organic growth) is when a business expands its own operations
by relying on developing its own internal resources and capabilities. This can for
example be done by assessing a company’s core competencies and by determining
and exploiting the strenght of its current resources with the aid of the VRIO
framework. Moreover, companies can decide to grow organically by expanding
current operations and businesses or by starting new businesses from scratch
(e.g. greenfield investment). Important to note here is that all growth is established
without the aid of external resources or external parties. Internal growth has a few
advantages compared to external growth strategies (such as alliances, mergers and
acquisitions):
 Knowledge improvement: organic growth strategies improve the company’s knowledge
through direct involvement in a new market or technology, thus providing deeper
first-hand knowledge that is likely to be internalized in the company
 Investment spread: gradually growing internally helps to spread investment over time,
which allows a reduction of upfront costs and commitments, making it easier to
reverse or adjust a strategy if conditions in the market change
 No availability constraints: the company is not dependent on the availability of
suitable acquisition targets or potential alliance partners. Organic developers also do
not have to wait for a perfectly matched acquisition target to come on to the market
 Strategic independence: this means that a company does not need to make the same
compromises as might be necessary in an alliance, for example, which is likely to
involve constraints on certain activities and may limit future strategic choices
 Culture management: organic growth allows new activities to be created in the existing
cultural environment, which reduces the risk of culture clash—a common difficulty
with mergers, acquisitions, and alliances

External Growth
External growth (or inorganic growth) strategies are about increasing output or
business reach with the aid of resources and capabilities that are not internally
developed by the company itself. Rather, these resources are obtained through the
merger with/acquisition of or partnership with other companies. External growth
strategies can therefore be divided between M&A (Mergers and Acquisitions)
strategies and Strategic Alliance strategies (e.g. joint ventures).

FRANCHISING
A franchise (or franchising) is a method of distributing products or services involving a franchisor,
who establishes the brand's trademark or trade name and a business system, and a franchisee, who
pays a royalty and often an initial fee for the right to do business under the franchisor's name and
system.
JOINT VENTURES:
A joint venture is a combination of two or more parties that seek the development of a single
enterprise or project for profit, sharing the risks associated with its development. The parties to the
joint venture must be at least a combination of two natural persons or entities.
SOLE PROPRIETORSHIP
A sole proprietorship is a non-registered, unincorporated business run solely by one individual
proprietor with no distinction between the business and the owner.

SUBCONTRACTING
A subcontract is commonly used in the manufacturing, construction, and information technology
industries, among others. It is an excellent tool to reduce costs, improve quality, and optimize
efficiency by hiring an expert to work with you on one or more short-term projects.