Running Head MOTIVATE INDIVIDUALS IN ORGANIZATION

Motivate individuals in organisation



Motivate individuals in organisation

Introduction

Applying the metaphor of red and blue oceans, the authors Chan Kim and Renée Mauborgne, suggest in their book "Blue Ocean Strategy" an innovative approach in relation to business strategy: Winning through competitive NO. The two most common competitive situations in any business are the red oceans and blue oceans. Red oceans represent all the industries that exist today, which compete in existing market space, explored and exploited, saturating the market and consequently shows the decrease of the utility and the growth thereof. In contrast, the authors raise the blue ocean strategy, resulting in the creation of single markets where competition and innovation is irrelevant for the most value (Bloom, 2008, p. 300-317). It is important to note at this point that many organizations let competitors set the parameters of their strategic thinking. They compare their strengths and weaknesses with those of its rivals and focus their batteries in the construction of "competitive advantage" and not "unique and innovative benefits. The technical creativity of Leonardo Da Vinci is an ancestor of the strategic approach proposed by the authors Chan Kim and Renée Mauborgne. The blue ocean concept seems at first an idea grounded idyllic little market, but a host of successful business examples, such as Cirque du Soleil in Canada in less than 20 years admitted to the list of largest companies in the world. Putting on a show totally different from its competitors and likewise betting on a new group of adult consumers willing to pay substantially more expensive a ticket to a show like no other. This example embodies the blue ocean strategy and puts into question the conventional strategy of being "equal" or "better" than the competition (Latham, 2007, pp. 121).

Discussion

The organizational climate is closely linked to motivation or de-motivation of employees. Idaberto Chiavenato, in his book "Human Resource Management" takes Maslow's motivational model to explain the organizational environment that depends on the motivation of employees. He claims that the inability of individuals to satisfy higher needs such as belonging, self esteem and causes them to discourage, and thus affect the work environment. The organizational climate depends on the ability of adaptation or maladjustment of people with different situations that arise in the workplace (Latham, 2007, pp. 121). The adaptation process of individuals varies from moment to moment and is very important because, adaptation denotes achieve mental health through 3 key features:

Feeling good about them.

Feeling good about the other.

Being able to cope for themselves the demands of life.

In workplaces with low motivation, feelings of frustration, apathy, disinterest, even episodes of aggression and disagreement organizational climate is bad while in areas where the motivation is high, relationships are satisfactory, there is interest, collaboration and commitment to the task and the company, the organizational climate is optimal. To explain the determinants of organizational climate, Chiavenato Atkinson's model of studying motivational behavior and takes into account environmental determinants of motivation or what others call the factors of the ...