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In other words, he expects for his efforts to be accordingly remunerated or rewarded with a promotion, a full time job offer for a trainee and so on (Stuart-Kotze, 2008).
In implementing these individual needs, organizational managers have developed numerous incentive plans, such as the offering of increased wages, premiums, bonuses or promotions.
The four above presented theories are relevant in the context of driving the individual, which is then capable to influence the organizational behavior of his employing company. The responses generated by the economic entities relative to the motivational factors vary in terms of intensity, ability to implement or resources possessed, but fact remains that all organizations have attempted to integrate stimuli that increase the performances of the workers. The ultimate goal of each organization offering incentive plans to its staff members is that of best benefiting from their intense efforts.
Aside the offering of a pleasant, yet competitive working environment, while also offering promotions and rewards, the managers of large companies have also thought of more financial approaches to responding to the individual needs of their corporate employees. A most relevant example in this sense is that of allowing the staff members to participate to the profit distribution. This basically means that the personnel are allowed to purchase corporate stocks and, at the end of the fiscal year, they will receive dividends in accordance with the purchased stocks. The amounts are generally limited to a certain percentage of the employee's monthly or annual salary.
Besides allowing the employees to directly participate to the profit distribution, this particular measure also has a direct benefit for the organization as it stimulates the employees to increase their performances. To better understand, when the staff members realize that their ultimate goal is for the organization to end the year on profits, so that they are able to receive dividends, they will work harder to ensure that the company reaches its objectives. The most relevant examples of organizations that have successfully implemented this strategy in response to the individual demands of the staff members are Bill Gates' Microsoft Corporation and Howard Schultz's Starbucks. Both entities allowed their employees to purchase corporate stocks and the beneficial results on both corporate performances and employees' behavior and satisfaction did not tardy.
Another standpoint to analyze the individual differences which could easily impact the organizational behavior and ultimately, its outcome is given by the shareholders. To best understand their individual capacities to influence the corporate behavior and outcome, one should consider the example of the profits registered at the end of a fiscal year. At the general meeting, all shareholders are able to state their opinions relative to the distribution of profits. Say for instance that the chief executive officer proposes that the respective year, dividends are not to be issued and in stead, the company uses the money to finance a new venture, that is likely to register increased revenues and help the organization better consolidate its position within the international market; the decision must be unanimous. The new venture could be supported by most of the shareholders, who in the desire to register increased profits in the future agree with the investment. However, considering that one shareholder refuses to renounce its dividends, the venture is compromised; ergo, the individual differences once again impact the organizational behavior of the economic entity.
The succinct presentation of the four motivational theories was relative from the standpoint of the differences that arise between individuals. In this order of ideas, the organizational background used to be composed on two parties: the managerial teams and the operational employees. The two groups would normally function based on similar principles, desires and expectations. Today however, this is not always true as each individual employee is driven by different forces. Then, the two teams have developed along the years, to now also comprise of the general public, the shareholders and a wide variety of business collaborators, such as partners, purveyors or intermediaries. All of the individuals within these groups have the capacity to influence an organization's behavior and ultimate success.
Fabozzi, F.J., Peterson, P.P., 2003, Financial Management and Analysis, 2nd Edition, John Willey and Sons Inc.
Hariss, J.O., Hartman, S.J., 2001, Organizational Behavior, 1st Edition, Taylor & Francis Inc.
Stuart-Kotze, R., 2008, Motivation Theory, http://www.goal-setting-guide.com/motivation-theory.htmllast accessed on September 15, 2008
2008, Official Website of the Microsoft Corporation, http://www.microsoft.com/en/us/default.aspxlast accessed on September 15, 2008
2008, Official Website of Starbucks, http://starbucks.com/last accessed on September 15, 2008[continue]
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