companies seek to answer many questions in efforts to benefit from the positive employee behavior in the workplace. The goal of most companies is to promote win-win situation for both the company and the associate. What is the difference between satisfied employees happy and motivated disgruntled employee? Is the amount of money he or she makes, or the amount of time they spend on the job? Is the work environment? Is it the position of the employee meets the needs? The employee can perform successfully? Do you know the employee role they play in their organizations? Management has provided employees with the necessary tools to be successful? In fact, there is not a form of individual behavior to answer these questions well. MARS of individual behavior and the results that have been made in the second quarter of Organizational Behavior, 4th Edition model (McShane and iPhone Glinow) is an excellent way to create a win-win relationship between the employer and the associate.
identifies this model four interrelated elements that have an impact on staff performance. Motivation, ability, cognition and the role of situational factors. These factors are interdependent too. For example, a skilled data analyst in consecutive reports (ability), who taught himself how to use the latest tools to extrapolate data (motivation), and understand how this information will help management to make decisions (the role of cognition), but does not have the access required for data files (situational factors). However, if they meet all the elements of a form MARS, employee behavior and performance will be adversely affected.
said the successful director of a clear understanding of the elements mentioned above will own and be able to apply them. Motivation is internal influence affecting staff procedures. Employers must meet the actual needs of the associates to take full advantage of the motive element of this model. In order to accomplish this task, it must be an employee of capacity. Managers are responsible for ensuring that employees receive training and skills necessary to be successful. Another crucial function of the power element is to place employees in positions that would effectively use their talents. The third element of the MARS model is the role of visualization. It must be faculty members and a clear understanding of where they fit in the organization and how they contribute to the overall message. The job description with a comprehensive and clear expectations associate helps in understanding the role of visualization element. The last element is situational factors. It must have all employees of tools, equipment and work space required to accomplish this task.
How can the director of the Mars-based model? Starting from the stimulus, and it must be employers a good relationship with the staff and discover the driving force behind their actions. One of the known theories of motivation organizations must consider is Maslow's hierarchy of needs. Satisfied in the workplace hierarchy Maslow hierarchy levels as follows:
Level 1 - the physiological body - Good salary and work conditions are safe.
Level 2 - Safety and Security - vocational training and enrichment programs.
Level 3 - Social and Friends - building seminars and team camaraderie in the workplace.
Level 4 - Respect - Employee recognition for the performance and promotion program.
Level 5 - self-awareness - self-rule, and choose their own tasks.
According to Maslow, when he met a need, and continue to provide an incentive to have little or no effect. In the field of information technology (IT), and managers soon realize is the motivation of information technology staff from the upper levels. Self-respect and understanding and not necessarily by increasing the salary or perceived punishment.
and the highest motives not be successful if it does not possess the capabilities required for the job factor. Managers will need to understand the key tasks, required skills set to accomplish this task and effectively recruit the best candidates. Provide training and ensure associates will be given the best chance of success.
The third element of the MARS model is the role of visualization. As previously stated job description comprehensive and continuous feedback indispensable to ensure employees understand how they play a role in the company. In the discipline of information technology, it is divided support staff usually by technical and non-technical. Examples of the coaching staff to be a server technicians and network administrators, programmers and database administrators to name a few. The non-technical staff to be trained software, and the staff of implementation and data analysts. When working IT issue is very important to guide customers to the right staff to support. In order to adopt this model, Managers must ensure that employees understand what role they play in achieving the organization's mission
the last element of the MARS model is a factor situational. To be successful, you must be an employee required to perform this task tools. The existence of a safe working environment, and sufficient time and the right people are aspects of the work organized by the organization, not the employee. In the field of information technology, and one way to achieve the above is to ensure that employees are given the appropriate level of access based on their position. This policy protects each other on the integrity of the system as well as the employee.
In conclusion, the MARS model of motivation, ability, and perceptions of the role of situational factors help managers to understand how and why employees succeed or fail. In order to successfully implement this model and reap the benefits, companies must strive to meet all four elements.
is recognized as the MARS model in Chapter 2 of organizational behavior, McShane, S. & iPhone Glinow, MA (08). (4TH Ed.) New York: McGraw-Hill.
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