Our work is entitled «MOTIVATION AND ITS INFLUENCE IN THE WORKPLACE». With this degree work I opt for the title of Bachelor of Human Resources, I begin my monograph defining the most important concepts of my subject:
A. CONCEPT OF MOTIVATION, cause of the behavior of an organism, or reason why an organism carries out a certain activity.
In humans, motivation encompasses both conscious and unconscious drives. Motivation theories, in psychology, establish a primary motivation level, which refers to the satisfaction of elementary needs, such as breathing, eating or drinking, and a secondary level referring to social needs, such as achievement or affect. The first level is supposed to be satisfied before considering the secondary ones.
The American psychologist Abraham Maslow designed a motivational hierarchy in six levels that, according to him, explained the determination of human behavior. This order of needs would be the following: physiological, security, love and feelings of belonging, prestige, competence and social esteem, self-fulfillment, and curiosity and need to understand the surrounding world.
No theory of motivation has been universally accepted. In the first place, many psychologists, within the approach of behaviorism, argued that the minimum level of stimulation made an organism behave in such a way that it tried to eliminate said stimulation, causing a desired state of absence of stimulation. In fact, much of human physiology operates in this way. However, recent cognitive theories of motivation describe human beings attempting to optimize, rather than eliminate, their state of stimulation. Thus, these theories are more effective in explaining the human tendency toward exploratory behavior, the need or taste for variety, aesthetic reactions, and curiosity.
B. WORK ENVIRONMENT CONCEPT, payment to the owner of a production factor (work, energy) of an amount less than the value of the product.
This term can have two basic meanings: the first is the use of material goods, normally with a fixed supply, for the established purposes for which their manipulation is carried out, and the second, more negative, is a key element of Marxist theory about the class struggle. This theory establishes the theory of the value of labor, which in turn carries the concept of surplus value. He maintains that the capitalist pays the worker the cost of his production, but receives the market price of the product, pays external costs (rents, etc.) and pockets the rest (surplus value) as profit. This idea of surplus value or profit was never postulated by liberal economists and, in any case, it seems to be at odds with the classical doctrine of the exchange of economic equivalents.
Adam Smith agreed that monopoly producers could demand a surplus from their customers. But, nevertheless, he argued that if workers owned their own tools and had access to free markets, the price of goods would be proportional to the work involved in their production.
Marxists have argued that the exploitation of the worker, when he is not the owner, objectively explains the levels of prices and employment. Liberal economists believed that prices were the result of an exchange that reflected the subjective preferences of buyers and sellers. The difficulty of the objective theory, which explains the price mechanism -as in Marxist theory- from the structural relations of the exploitation of labor power by capitalism, lies in the cultural and historical variation of the cost of production associated with workers, including the cost of training in skills or human cultural capital.
On the other hand, the difficulty of subjective theory is that it reduces economics to an application of the psychology of choice, forgetting more significant factors, such as land and capital ownership, job education, and the political power of people under different regimes.
Finally, it must be recognized that there are many forms of political, social, or economic exploitation. Marx not only studied exploitation in economic terms, but also developed an extensive reflection on the social and political consequences of the commodification of labor.
C. CONCEPT OF AREAS OF INFLUENCEIn diplomacy or diplomatic history, this name is given to an extensive geographical area that a powerful state considers of special interest because of its relevance to its security and well-being. In accordance with this, states tend to confer special rights of supervision or hegemony in these areas, while resisting and resenting the influence of other important countries in the area. These areas of influence generally affect the territory adjacent to the area in question, although this is not always the case. During the period of European colonization, for example, the colonial powers maintained a special legal status in parts of Africa and Asia, and later, the Union of Soviet Socialist Republics claimed rights over the "socialist" countries,leaving aside the question of the part of the world in which these countries are located. An example of an extensive area of influence is the Monroe Doctrine, first applied by the American president of the same name in 1823, according to which the United States claimed the right to exclude all European influence from the Western Hemisphere and in exchange for all of America to remain under the rule of the United States. Spheres of influence can also take a primary or partial economic form, as happened with the repeated domination of Central Europe by the Germans or the attitude of the United States in Central America and the Caribbean since the end of the last century.applied for the first time by the American president of the same name in 1823, according to which the United States claimed the right to exclude all European influence from the Western Hemisphere and in exchange for all of America to be under the dominion of the United States. Spheres of influence can also take a primary or partial economic form, as happened with the repeated domination of Central Europe by the Germans or the attitude of the United States in Central America and the Caribbean since the end of the last century.applied for the first time by the American president of the same name in 1823, according to which the United States claimed the right to exclude all European influence from the Western Hemisphere and in exchange for all of America to be under the dominion of the United States. Spheres of influence can also take a primary or partial economic form, as happened with the repeated domination of Central Europe by the Germans or the attitude of the United States in Central America and the Caribbean since the end of the last century.as happened with the repeated domination of Central Europe by the Germans or the attitude of the United States in Central America and the Caribbean since the end of the last century.as happened with the repeated domination of Central Europe by the Germans or the attitude of the United States in Central America and the Caribbean since the end of the last century.
An area of influence, especially in its political aspect, is a concept that arises from the classic system of international politics characterized by sovereign States that seek to maintain their independence by adhering to a balance of power. As such, the sphere of influence of a major State constitutes a violation of the sovereignty of the smaller States encompassed within this sphere. This situation may be welcomed by the latter, however, if they consider the "supervisory" power a useful protection against a less advantageous alternative. In some cases this protection system can be institutionalized and to some extent extended to create 'buffer' zones. Within this group could be included the situation in which, for many years, the Netherlands found themselves,including the neutrality of Belgium. A greater extension of the principles of equality of the States supervised by the United Nations would reduce the areas of influence, but in practice it does not seem that the influence of powerful States over their neighbors of lesser entity and strength in economic areas will disappear. and military.
II. ANALYSIS OF THE TOPIC OF THE MONOGRAPH.
We will explain the study in an orderly way, stating our reasons. Most research is done with a definite purpose, that purpose must be strong enough to justify its conduct. In addition, in many cases our support will be derived from it on the subject of «Motivation and its influence in the workplace.
A. JUSTIFICATION OF THE INVESTIGATION.
The transformation of companies and the globalization of the economies of problems and difficulties in the governments of Latin America forces us to look for other sources of competitiveness and total quality that motivate us to achieve the goals and objectives of the organization.
Ricardo Soriano tells us that: 1 «An investigation may be appropriate for reasons; maybe it helps to solve a social problem or to build a new theory. What some consider relevant and should be investigated, may not be so for others.
Explain how to analyze the concepts of motivation and its influence in the work environment, within the organization, Motivation in companies, to make known to the Panamanian community why these changes are made. Hoping that, they serve as a basis to encourage companies to use this method.
B. OBJECTIVES OF THE INVESTIGATION.
In his book Descartes, he tells us that 1 "It is necessary to establish what the research intends, that is, what are its objectives and goals."
Our research, motivation and its influence on the work environment has the following objectives:
B.1. GENERAL OBJECTIVES.
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- Describe and analyze the influence of motivation in companies and organizations; as a key to success to improve the work environment. Develop and analyze other theories of motivation as an influence on the work environment of an organization.
B.2. SPECIFIC OBJECTIVES.
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- Analyze the main aspects of explanatory theory and its relationship with motivation and its influence on the work environment of an organization Specify what are the benefits of the influence of motivation in the work environment Describe how motivation affects companies labor.
C. INVESTIGATION QUESTION.
1 «The questions should not use ambiguous or abstract terms. Rather, these questions are initial questions that need to be refined and specified to guide the initiation of a study.
The questions communicate concerns and in their entirety need for knowledge, with all its richness and content. Sometimes only the purpose of the study is formulated, although the questions should summarize what the investigation will be.
In this regard, we cannot say that there is a correct way to express all the research problems, since each of them requires a particular analysis. General questions should be clarified and narrowed down to outline the problem area and suggest relevant research activities.
How did work motivation affect companies?
How did motivation positively intervene in the Globalization process of organizations?
We try to develop questions as simple and coherent as possible, based on the objectives and the research problem at the end of this work we must be able to develop these questions exactly.
III. MOTIVATION AS AN INFLUENCE IN THE WORK AREA
Life is fundamentally boiling, activity and development. We are all in continuous activity and even the laziest people do a constant series of activities. Why do we move, act, take an interest in things and fret incessantly? The study of motivation and its influence in the workplace, therefore, is nothing more than the attempt to find out, from the point of view of psychology, what all these needs, desires and activities obey within the work, that is,, investigates the explanation of human actions and their work environment: What motivates someone to do something? What are the determinants that incite? When an extraordinary behavior of an individual occurs it always seems suspicious to us.
We often try to explain the different pattern by referring to the reasons, for example, if someone succeeds in the stock market we would hear the typical comment that cites money as motivation for that individual. It is about studying the impulses, tendencies and stimuli that constantly haunt our life and our organism and that lead us, whether we want to or not, to action. Based on this statement, it can be said that anyone who tries to answer these questions is trying to explain the motivation. Psychologists who study motivation try to verify the explanations of these facts through experimental study. Some psychologists try to explain motivation from physiological mechanisms.This is why discoveries regarding the control of action by parts of the brain such as the hypothalamus, the reticular activating system, and the limbic system are important. Others instead look for the determinants of action in terms of conduct and behaviors.
Another point to note is that when we speak of motivated behavior we are clearly differentiating it from instinctual behavior.
While instinctive behavior does not require "will" on the part of the subject, motivated behavior does. Thus, motivation should not be confused with stimuli or instincts; All three encourage action, but their origin and their functions are very different. As its name indicates, motivated behavior in the work environment requires a reason to start performing. A behavior is motivated when it is clearly directed towards a goal, be it work or personal. The reason is something that drives us to act, the need to work for payment. The motive is always presented as an impulse, a trend, a desire, a need.
Not all motives have the same origin, nor are they of the same intensity, nor do they tend towards the same things. But, nevertheless, it can be said that the field of motivation in the workplace encompasses the entire human psyche, comprising a very wide range of motives that constantly incite man to act and improve himself at work. Thus we can point out motives that range from the most elementary impulses, such as hunger, sleep, the need for work, to the most complicated and complex ones such as the impulse or desire of a certain person to be a telecommunications engineer, journalist, teacher. So we see that all activity is motivated by something, and that something is what we have called motive. Motive is, then, what drives us to action, to activity.This motivated activity is like a closed circuit in which three main moments can be distinguished: motive, behavior motivated by the work environment and decrease or satisfaction of the need.
A. ANALYSIS OF THEORIES OF MOTIVATION.
To analyze the theories of motivation we are going to make a classification based on the problems that arise in the systematic treatment of motivation and, also, on the ways in which these problems have been treated by specialists. In this way we can talk about: homeostatic theories, incentive theories, cognitive theories, physiological theories, humanist theories. So we are going to treat each of the streams separately to see if we can find reliable data on motivation.
A.1 HOMEOSTATIC THEORY OF MOTIVATION:
This type of theories explains the behaviors that originate from physiological imbalances such as hunger, thirst. But they also serve to explain the behaviors that originate in psychological or mental imbalances produced by emotions or by mental illnesses that also suppose the reduction of a tension that rebalances the organism.
Homeostasis is an organic and psychological control mechanism designed to maintain balance within the internal physiological conditions of the organism and the psyche. It consists of a regulatory process of a series of elements that must be kept within certain limits, otherwise the life of the organism would be endangered. Thus we know that there is a series of elements and functions that must be perfectly regulated and whose imbalance would have fatal consequences for life; for example, temperature, blood pressure, amount of glucose or urea in the blood… These and other functions are regulated and controlled by homeostatic mechanisms, and each time there is an alteration in one of these elements and functions,the body regulates and balances the situation by setting in motion a series of suitable resources. Among the most representative authors of this current we can point to Hull, Freud and Lewin, among others.
A.2. THEORY OF IMPULSE REDUCTION:
Impulse is a tendency to activity generated by a need. That need, which is the state of imbalance or internal discomfort, is in turn caused by a lack, by a lack of something, in the living organism.
The root of motivated behavior emerges, in this class of explanations, from some type of imbalance that disturbs the stability or constancy of the subject's inner environment. The internal imbalance can be caused by a deficit of what the body needs for its existence. Such external deficiencies provoke internal states of need, apparently very diverse, but coincident in their disturbing effects. This imbalance causes in the body a demand for rebalancing that does not cease until the deficiency, or even the excess, has been eliminated and replaced by another. Finding out how this demand for rebalancing causes imbalance is what motivational theories based on homeostasis claim.
Within this explanatory perspective of motivation we can highlight representatives such as: Lewin Hull, is, without a doubt, the highest representative of this current. Based on Thorndike's ideas about motivation, Hull develops his theory. The "satisfaction" of which Thorndike spoke was replaced by "reduction of need" first, and later by "reduction of urge." According to Hull:
«When the action of an organism is a requirement to increase the probability of survival of the individual or of a species in a certain situation, it is said to be in a state of necessity. Given that a need, current or potential, usually precedes and accompanies the action of the organism, it is often said that the need motivates or drives the associated activity.
Because of this motivational property of needs, they are seen as producers of primary animal drives.
It is important to note in this regard that the general concept of impulse (D) has a marked tendency to possess the systematic status of an intervening variable or of an X that is never directly observable »
The need therefore acts as an independent variable, giving rise to the impulse. This, integrated in turn with other intervening variables, contributes to forming the evocative response potential of which the behavior is a function:
Behavior = f (sEr) = f (D * K * sHr).
sEr-- potential evocative response.
D-- drive or impulse.
K - incentive motivation or quantity and quality of reward.
sHr-- force of habit.
A.3. THEORY OF MOTIVATION BY EMOTIONS:
Emotions fulfill a biological function, preparing the individual for their defense through important changes in the physiology of the organism and triggering the appropriate behaviors that serve to restore the organism's balance.
When emotional states are unpleasant, the body tries to reduce them with a mechanism more or less equivalent to that of reducing impulse. That is why authors like Spence consider emotions as motivating factors.
A.4. PSYCHOANALYTICAL THEORY OF MOTIVATION:
This theory is based mainly on unconscious motives and their derivations. Furthermore, according to psychoanalytic theory, the primary tendencies are sex and aggression. The development of sexual behavior follows an evolutionary pattern that involves various object choices until mature sexual affection is achieved. Modern psychoanalytic interpretations find a wider place for ego processes than they did before.
The starting point of Freud, the highest representative and founder of psychoanalysis, is clearly homeostatic. The basic task of the nervous system is to preserve the organism from an unbalancing stimulating flood and at the same time facilitate the achievement of pleasure and the avoidance of pain. Both drives (basic instinctual variables that guide and mobilize man's behavior) and the apparatus that regulates his action, are conceptualized in psychic terms, on the border between the physical and the mental. From the point of view of its origin, a drive is a somatic process that results in a stimulating representation in the mental life of the individual. The function of the drive is to provide the body with the psychic satisfaction that occurs when the negative somatic stimulate condition is canceled.For this, it has an energetic capacity capable of orienting itself towards the object whose achievement removes or cancels the painful stimulating condition, thus causing pleasure. This theory evolves throughout your life.
The motivation model adopted by Freud is a hedonistic tension-reduction model that implies that the main goal of every individual is the obtaining of pleasure by means of the reduction or extinction of the tension produced by innate bodily needs. Freud's interpretation of motivation is known as psychodynamics, since it gives an explanation of human motives in terms of hypothetical underlying active conflicts. But the main problem with this theory is the lack of empirical data to support it. Even so, it has been very influential within psychology in general and on this subject in particular.
TO 5. EXPECTATIVE THEORY MODEL
After analyzing some types of theories, some not raised by this seminar, we have been inclined towards this expectation theory, because we consider that it is the one that is most related to our work. Currently many scientists focus their attention on Process Models, which are interested in explaining the way in which behavior starts, directs, sustains, and stops.
The best known of these models is the Expectations Model.
This model is based on research by Tolman and Lewin, but is associated with contemporary researchers such as Vroom, Lawler, Hackman, and Porter.
The Theory of Expectations holds that individuals, as thinking and reasonable beings, have beliefs and harbor hopes and expectations regarding future events in their lives. If we take it to our topic, it is the need to work in a suitable work environment to perform the tasks required by the company. Therefore, to analyze motivation, it is necessary to know what people are looking for from the organization and how they believe they can obtain it.
The theory formulated by Víctor Vroom, establishes that people make decisions based on what they expect as a reward for the effort made. In the workplace it means that they prefer to give a performance that produces the greatest possible benefit or profit. For this reason, motivating them to perform a work task helps it to be done more efficiently and quickly. They will put a lot of effort if they think that this way they will get certain rewards such as a raise or a promotion.
The importance of what is desired depends on each individual. Its motivating force depends on the psychological value attached to the result (valence). Of course, sometimes the consequences are not as satisfactory as they were supposed to; however, it is the degree of expectation that will decide whether the subject will make an effort to achieve the rewards.
This model has been widely tested and accepted because it seems to match personal experiences and common sense: the more we trust to receive a certain reward or satisfaction, the more we work.
IV CONCLUSION
The responsibility for the need to find ways to increase the performance of workers in the international system, income concentration and other negative trends in economic and social development is often placed on business motivation. However, the problem lies in the application of inappropriate policies in a company or organization context without motivating its workers and the lack of trained professionals to face such challenges in the work environment.
The expansion of markets and international transfers of resources potentially generate formidable forces for the expansion of production, employment and well-being. However, left to their own strength, markets contribute to deepen the prevailing asymmetries in the world order and within countries, for this our professionals must include motivation as an influence in the organization and improve their course of ideas to be able to compete In this modernized world
It is essential to govern globalization. Active national policies and international regulatory frameworks are necessary to release the growth forces of the profession markets and motivation as a weapon of the labor organization to achieve these goals and objectives within the competitive world. It would be advisable to avoid that the epigones of the fiction in the globalization and fundamentalist vision end globalization and fracture the world order, a possible risk in the face of the accumulation of tensions that are in sight.
Development rests, first of all, on endogenous factors such as the modernization of the State, institutional stability, macroeconomic, incentives for private investment and training of human resources as raw material within the organization and how motivating them to perform different tasks increases their production power. None of this can be imported or delegated to the leadership of transnational agents.
Namely: only those countries that associated motivation in organizational work with the global order from their own integration and internal motivational development managed to reach high levels of development. This is as true today as it was in the past.
Recent experience questions the viability of conventional wisdom and confirms, at the same time, the need for macroeconomic balances and stability. These are necessary conditions to sustain an eventual change of course and we consider that work motivation will have a relevant importance in this world of competitiveness and productive effort.
V. RECOMMENDATIONS.
For motivation and its influence in the workplace, make the following recommendations:
- Encourage Panamanian companies and organizations to incorporate motivation as a strategy to achieve production and labor objectives Ensure that organizations see motivation as a weapon to achieve objectives and goals Promote the participation of motivation in problems labor, and trade unions within companies.
SAW. BIBLIOGRAPHY.
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