M2 critical evaluation of how to influence the

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necessary in order to expedite the achievements and organizational activities. M2 Critical Evaluation of How to Influence the Behaviour of Others through the Effective Application of Behavioural Motivational Theories, Concepts and Models Motivation is the only factor that keeps people engaged in activities or work until a goal is met. But, motivating people is not a one-time process rather it’s a recurring process which ensures continuous strive towards goal (Daumler et al., 2002). 11
Influencing behaviours or motivating people wholly depends on the set of technique taken by the HR dept. of a particular organization. For Aviva Plc, they can apply Herzberg’s Motivational Theory in order to get their workforce motivated towards achieving a goal (Hersey, Blanchard and Johnson, 2014). For example, it needs to ensure the hygiene factors so that the employees are not dissatisfied at the workplace. For example, ensuring timely salary, clean & safe work environment, healthy relationship with boss and peer groups and etc. Along with the hygiene factors, the motivating factors are also needed to be ensured in order to keep the employees passionate towards successfully achieving a goal (Cubbon, 2013. For example, recognition for goal achievement, promotion to as a reward for better performance and others keep one motivated to do better on a continuity basis. 12
D1 Critical Evaluation of the Relationship between Culture, Politics, Power and Motivation that Enables Teams and Organisations to Succeed Providing Justified Recommendations Culture is a set of principal, belief, norms and regulations that employees in a company cling to. Politics refers to group-based activities towards achieving a benefit in an organization and Power is the reflection of influence an authority has over its workforce (123helpme.com, 2019). Motivation is a drive that keeps workforce encouraged within an organization. Among all these four, the most striving factors are Culture and Motivation and they all are inter related with each other. To illustrate, let’s say Aviva Plc has built a culture which is integrative of all kinds of workforce regardless of their faiths and conviction, and a culture without any sort of complexity. These kinds of culture improve the overall ambience of an organization by providing better and healthy relationships among all departments (Fairholm, 2014). Also, when proper motivation techniques are undertaken by the HR dept. of an organization, it is ensured that employees are restrained from any kind of activities harmful for the organization (Cubbon, 2013). For example, if employees are given promotions for better performance, recognized for meeting up goals and others then they will stay away from harmful politics or illegal use of power to dominate others. By discussing all these, it is recommended for Aviva Plc to implement a friendly and Collaborative culture in their organization as well as motivational techniques such as job enlargement, enrichment, advancement in order to prevent the politics and unhealthy use of power (Miner, 2012).

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