Public Service Motivation and Job Performance

Question: Discuss about the Public Service Motivation and Job Performance. Answer: Introduction The study focuses on the emerging trends of organizational behaviour. The organizational trends of the workplaces are to be selected where theoretical frameworks of organizational behaviour will be described in a detailed manner. The organizational behaviour is an important aspect where the company focuses on the performance of the employees. The study will also provide few discussion questions that will help the groups for starting a discussion regarding the modern trends of organizational behaviour practices in the organization. Trends of organization behaviour are related to job performance and motivation. The three topics that are chosen for identification of the managerial trends and psychological contract are job satisfaction, motivation enhancers and employee satisfaction. These three topics of organizational behaviour are related to the core topic of job performance and motivation. Motivation is the aspect that is commonly used by organizations being it big or small in order to improve the organizational performance as well as employee performance. Working environment, productivity of the team, employee satisfaction, employee performance are the important factors that can lead to increased job performance of the employees in a particular organization (Schwartz, 2017). It can be said that there is a strong relation between the motivational programs for the employees of the organization with increased job performance. The role of motivation in the work performance are determined by the aspects of productivity such as increased functional and organizational performance, ratio of conversion of organization resources into productivity and output of the employees in hourly basis. The three topics in an organizational perspective can increase the effectiveness in terms of reduced labour problems, better company image, better utilization of resources, increase in productivity of the employees, etc (Jonas, 2016). Implication on the trends on managers and psychological contract Managers and leaders in the competitive business context need to be more active and sharp in order to cope up with the organizational trends. This cannot be done alone by self-motivation. Motivation is required to boost up the mindset of the employees to work better or rather in a smarter way (Resources, 2017, https://www.youtube.com/watch?v=qeU3aVj6qfc). Motivation programs are initiated by multinational organizations that boost the psychological contract of the employees. They can be both monetary rewards and non-monetary rewards. Monetary rewards of Coca Cola include equity plans, competitive compensation, education benefits (tuition reimbursement, undergraduate scholarship fund), discounts and conveniences (employee discount program, automobile discount plan). Non-monetary benefits include diverse workplace, vacation purchase program, paid vacations, job sharing, and flexible time in work, etc. Apart from that, career development programs also help managers in order to learn many modern trends of business (Burnett, 2017). The flexibility of the work environment and job description of the organization help the executives to enhance better communication channels with the supervisors that will ultimately increase the performance of them in their respective fields of work. The element of company culture is considered as an excellent motivational tool which is responsible for creation of employee friendly and positive company culture (Bell, 2013). The theories of motivation are chosen in this section in order to boost the motivation and psychological content of the employees. The two theories that will be analyzed are Self determination theory of human motivation and Maslows hierarchy of needs. Self determination theory of human motivation Self determination theory is a theory that encompasses human nature. It shows some positive features that are responsible for the agency, effort and commitment. It can be said that people have different innate physiological needs based on personality integration and self-motivation. The three innate needs are autonomy, relatedness and competence. Human beings are proactive with the mastering of their different inner forces like emotions and drives and are proactive with potential forces (Spence Deci, 2013). The inherent tendencies of humans are towards integrated functioning and growth development. In humans, optimal actions and development are inherent which does not happen automatically. Organizations like Coca Cola use this theory to motivate their employees by providing them autonomy in their field of work by giving training that would increase their level of competences (Johnson, 2017, https://www.youtube.com/watch?v=MZmTALSbthM). According to Maslows hierarchy of needs, the higher level of needs will be achieved by realizing potential of employees, having autonomy, sense of achievement, self-worth, etc. Few steps of the theory are interrelated with each other. They are physiological needs, safety needs, belongingness, self-esteem and self-actualization. The organizations implement this theory in order to motivate the employees in their proper field of work (Maslow, 2013). Discussion Questions How job satisfaction is related to motivational factors of the organization? What are the roles of monetary and non-monetary rewards as motivational enhancers of the organization? How motivation leads to organizational performance and employee performance? Is there any relation between motivation and participative management style? Conclusion Employee motivation is an important aspect in the perspective of improvement in job performance of employees as well as organizational performance as a whole. In the competitive business world, revenue growth and corporate performance are the factors that challenge the external and internal operating factors. Motivated employees are considered as a valuable asset that is responsible for delivering value to the companies while strengthening and maintaining revenue and business growth. The theoretical implementation is also important apart from using latest technologies related to it. References Bell, N. (2013). Experimental evidence on the relationship between public service motivation and job performance.Public Administration Review,73(1), 143-153. Burnett, D. (2017).Motivation and aspiration: whats the point?.the Guardian. Retrieved 21 March 2017, from https://www.theguardian.com/science/2013/nov/15/motivation-and-aspiration-whats-the-point Johnson, B. (2017).Micro Class: Self-Determination Theory.YouTube. Jonas, J. (2016). Making practical use of Maslows Hierarchy of Needs theory to motivate employees. a case of Masvingo Polytechnic.Journal of Management Administration,2016(2), 105-117. Maslow, A. H. (2013).A theory of human motivation. Simon and Schuster. Resources, S. (2017).Jordan Belfort: The Only Thing That Can Stop You.YouTube. Schwartz, A. (2017).The Secret of Effective Motivation.Nytimes.com. Retrieved 21 March 2017, from https://www.nytimes.com/2014/07/06/opinion/sunday/the-secret-of-effective-motivation.html?_r=0 Spence, G. B., Deci, E. L. (2013). Self?determination theory within coaching contexts: Supporting motives and goals that promote optimal functioning and well?being.Beyond goals: Effective strategies for coaching and mentoring, 85-108.