MGT 302 MOD 1 CA Essay Example | Topics and Well Written Essays - 750 words

MGT 302 MOD 1 CA - Essay Example The intensity of the behavior and the persistency of the individuals also play a major role in the overall study. There are number of factors that influence the needs of a person and that impact the satisfaction levels thereby impacting the behavior of the individual (Brooks). The drive to satisfy one's needs is what arouses or energizes behavior. Habits, in turn, provide a direction for behavior. Habits are stimulus response bonds that are built up over time as a result of prior learning. There are two main components that explain behavior, one, is the motivation component and second is the learning component. Motivation component deals with the drive those energies the behavior while learning component is the habit that provides direction or indicates what particular behavior will be initiated (Mullins). The drive theory is one of the many theories that impact the level of motivation of the employees in the training sessions and this helps realize the factors that act as satisfiers and dissatisfies for the employees. The impact of drives as an organizing construct therefore waned. Furthermore, it became accepted that organisms are always active and the field of motivation shifted from the study of what turns organisms "on" and "off" to an interest in the direction of behavior, including choice and persistence.   The cognition and interest in this led to the development of the expectancy – value theory which involves some of the most common sense aspects that lead to motivated behavior. It is also important to note that the behavioral choices also determine to a great extent provides a clear image of what the goal is of the person and the focus and dedication that the person has to achieve the same (Tracey). Hence all these factors impact the level of motivation of employees in an organizational training. Recommendations The main need for motivated and well focused employees is for the survival of the company. A workplace tends to be very effective if the employees are motivated as these employees tend to be more productive and effective. It is crucial that the manager is able to identify what motivates the employees and what does not in order to keep a clear context of the performance. Of all the functions a manager performs, motivating employees is arguably the most complex. This is due, in part, to the fact that what motivates employee's changes constantly (JD and Mazin). For example, research suggests that as employees' income increases, money becomes less of a motivator. Also, as employees get older, interesting work becomes more of a motivator.   The main aim of the training program is to ensure that the employees have a better idea of working within diverse workforces and how to deal with the various cultures within the workforce (Tracey). Here it is clear that the company has taken all attempts to ensure that the environment and style of imparting the training is different and is also interesting. However, if the level s of motivation are still low this is a major issue. The mission of is to facilitate individual and organization awareness and provide assistance in preparing and accessing the diversity program. Cognitive theorists do not assume that beliefs are based entirely on previous experiences with contingencies (e.g., reward and punishment) to one's own behavior (JD and Mazin). A few of the possible solutions