The argument towards the topic in question will be strengthened by the use of motivation theories and examples. This will be done by analysing various incentives and aspects affecting work and private life. Motivation which is a major factor underlining productivity of employees within organisations can be used to balance the concept of work and private life (Daft and Murphy).
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Performances usually depend on the nature of skill or training level attained by an individual within a specified duration of time. It involves subjecting employees to defined principles and intended goals based on organisation’s mission and vision statements.
The goals and systems used for motivation are to conform to the organisation’s corporate policy (Dick and Ellis). Theories of motivation have been used to explain various individual actions, reactions and needs within organisation’s set-up (Scott and Davis 41-50).
Topic 1: Payment as an important factor
Balance between work and private life is important for healthy running of an organisation. According to Fredrick Taylor’s theory of scientific management, workers can only be motivated through payment. For efficiency purposes, employees have to be placed under close supervision since they do not naturally enjoy working.
This calls for the development of process breakdown capable of defining different tasks performed by specific individuals (Jaffee 65-87). Fredrick Taylor argued that for perfection and productivity to be realized, there is need for adequately equipping employees through appropriate trainings (Sytse and Schreuder 161-191).
The theory is very instrumental in the aspect of delegation and at the same time provides concepts on how organisations can maximize on employees’ potential to realize high productivity at reduced costs.
Management of employees’ stress is vital in every organisation since it assists employees in managing occurrence of unexpected events at workplace. Majority of employees work out of fear of losing their current positions, and this may at times lead to distortion of personal livelihood (Frey and Osterloh).
Topic 2: Social needs
Healthy environment at the workplace depends on the nature of focus given to employees’ social needs according to Mayo’s theory. The theory places much emphasis on empathy, where managers and junior employees are to portray healthy relationship.
There is always dire need for healthy relationships within various working environments (Fionna; Jo Hatch andCunliffe 156-274). Good relationships can be realized through teamwork and efficient communication (Yukl 284-314).
Topic 3: Psychological needs
Work and private life incorporate taking care of employees’ psychological needs. This is in line with Maslow’s theory that focuses on the existence of five levels of human needs which require satisfaction. Within this context, the theory argues that unless one need is fully met, there are high chances of employees becoming demotivated towards progress.
In this regard, there is a need to offer incentives to individual employees within organisations for the purposes of fulfilling their intended needs. However, because of differences in rank within various workplaces, the hierarchy dictates on the kind of incentive offered to the individuals (Child 156-274).
Generally, work has a great influence on individual health since people are able to earn a living out of salaried employment. However, employment has both its advantages and disadvantages since besides earning a salary, there is some percentage of stress involved due to time and energy required. This calls for need of balancing work with emotional and physical health since they form essential part of productivity.
Child, John. Payment Systems, Organization Contemporary Principles and Practice, Malden, MA: Blackwell Publishing, 2005. Print.
Daft, Richard, and J. Murphy. Organization Theory and design, South Western; Cengage Learning, 2010. Print.
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Dick, Penny and S. Ellis. Introduction to Organizational Behaviour, 3rd edition, London: McGraw Hill Education. 2006. Print.
Fionna, Wilson. What Managers Do – Leadership; Organizational Behaviour and Work, New York: Oxford University Press, 2006. Print.
Frey, Bruno, and M. Osterloh. Succesful Management by Motivation Balancing Intrinsic and Extrinsic Motivation, Berlin: Springer, 2002. Print.
Jaffee, David. Human Relations and Human Resources, New York: McGraw-Hill Higher Education, 2001. Print.
Jo Hatch, Mary, and A. Cunliffe. Organizational Culture; Modern, symbolic and postmodern perspectives, (2nd edition), New York: Oxford University Press, 2006. Print.
Scott, Richard, and G. Davis. Classical Organization Theory; Rational, And Open System Perspectives. New Jersey: Pearson Education, 2007. Print.
Sytse, Douma, and H. Schreuder. Transaction Cost Economics; Economic Approaches to Organizations, New Jersey, FT Prentice Hall: Pearson Education, 2008. Print.
Yukl, Gary. Leading Change in Organizations. Leadership in Organizations, (6thEdition), New Jersey: Pearson, 2006. New Jersey