Motivation Aspects to Job Selection

Motivation Aspects to joke SelectionMotivation is derived from the latin word movere which means to move. Motivation is the process of moving from ones leads to drives and lastly to incentives.Needs ar identified because of a deficiency which may be physiological or psychological.Drives move the behaviour for fulfilling the needs that were identified above.The behaviour which is serveed because of drives cause results in a reward or an incentive which may be tangible or intangible.This report is about selecting a labor that forget actuate us and explaining the same using various motivation theories. We deliberated on the kind of arguments that would motivate us and came to the goal that we would wish to be management consultants in a reputed consultancy firm. After looking for vacancies in various job portals and company websites we came to the conclusion that joining Mckinsey and Company would be the best.The details of the job description and the company overview is discu ssed below. pedigree DescriptionJunior Associate McKinsey CompanyAs a consultant, you get out join teams makeing with the pinch management of corporations on critical issues, identifying business opportunities, generating and evaluating solutions, and smashing result-oriented change programs. You will also have the materialise to contribute to the development of state-of-the-art management concepts and practices.McKinsey Company is a spheric management consulting firm which started in the year 1926. It is one of the most trusted advisors to the worlds leading businesses, governments and institutions. One of the golden rules that Mckinsey follows is below which is beneficial to two employees as well as clients We work with our clients as we do with our colleagues. We build their capabilities and leadership skills at both level and every opportunity. We do this to do build internal support, get to real issues, and reach possible recommendations. We bring out the capabili ties of clients to fully participate in the process and lead the on-going work.Motivation theory blondness influenceThis cognitively based model is on the calculation of outputs received by an individual and the touchstone of input that he/she has put in to get the outputs. The inputs and outputs might be perceived antitheticly by different individuals and hence it is measured relative between individuals. Age, sex, education, social status, organisational position, qualifications and how hard the person works are examples of perceived input variables. Outcomes consist primarily of rewards such as feed, status, promotion and intrinsic interest. Schematic totallyy this is be in the 3 possible scenarios.If the perceived ratio is not equal to the new(prenominal)s, he or she will strive to restore the ratio to equity. This striving to restore equity is used as the explanation of work motivation. The person may alter the inputs or outcomes, cognitively distort the inputs or outpu ts according to his or her scale.Maslows Needs Hierarchy and Theory of MotivationThe Maslows model is one of the classic content supposititious models that explained motivational needs as a hierarchy. To simplify, he believed that once a given level of need is convenient, it no longer serves to motivate. The next level of need has to be activated, which results in the motivation of an individual. The various levels of Maslows need can be understood by the below diagram with reference to a job or career.The job application that we are referring to is catering to the physiological and safety/security concerns that are required. The pay is quite high even at the entry levels with a base package of 20 lakhs p.a. with supererogatory variable salary components that amount to 6 to 8 lakhs more.The next level i.e. the social level has been considered as an important aspect in the work culture of Mckinsey w herein they follow a collaborative approach. The associates work in small groups of 3 to 5 which consists of business analysts, associates and partners. The organisation is flat with few hierarchical levels and hence it makes low-cal for a person to approach differents and get help in case of any issues. Our understanding of different industries and functions will grow exponentially as the teammates share their expertise. Well receive coaching and feedback throughout the engagement. In fact, consultants often find life-long mentorsand friendshipsin their senior colleagues.The 3 levels of Maslows hierarchy are something which is readily satisfied by the job and the organisation. Hence focusing on the next level is the Esteem. Self Esteem as well as respect from others is an important aspect that needs to be addressed. Taking this job would translate us and opportunity to grow in the organisation. This is evident from the fact that Mckinsey recognises the performance of the individual and promotes them as seen in various posts from associates in forums. Formal performance reviews happen at the end of every project and associates with rock-steady analytical and people skills move up the ladder. The Up or Out approach makes sure that the playing people deserve to go to the top, right to the level of a CEO.Self-actualisation is indeed the most important aspect of this hierarchy where the professional tends to move towards propitiation in life, both professional and personal. To cater to this need, Mckinsey creates a tributary environment where we will get many opportunities as described below.Our private-sector work will put you at the center of the transformative forces sweeping business. We work in just about every industry and functional scope you can imagine, with engagements that range from creating entirely new businesses, to leveraging leading-edge technologies, to reinventing manufacturing, to advising companies on the future of media and social sharing.Our public-sector and social-impact work is global in nature. We advise many of the worlds governments and NGOs on everything from re-imagining the delivery of education and the healthcare services to creating centers of local entrepreneurship. isolated from professional aspirations, there is a scope of people for pursuing their passions such as singing, travelling and other personal wishes by opting for a programme kn let as the TIME-UP programme. The highlights of the programme areOur Take while program allows consultants to take time off between engagements to pursue personal interests and passions, whether that includes spending time with family or going on a dream trip. This on and off model allows consultants additional time to recharge without disrupting client work.Making a difference in the world is a deep motivation.Porter Lawler ModelPorter and Lawler suggested that motivation does not equal satisfaction or performance but they are all separate entities. They say that effort does not lead directly to performance but is directed by abilities, tr aits and by role perceptions. The rewards that follow and how they are perceived will determine satisfaction. Unlike the content theory, here performance leads to satisfaction.In lieu of the above theory, Mckinsey is cutting back their financial-incentive programs, but have used other ways of inspiring talent. The understand how to make their employees perform better and hence get satisfaction. Analogous to Porter-Lawlers model we have-Opportunity to perform- Mckinsey provides ample opportunities to its employees in order to enhance performance a chance to lead projects or task forces.Abilities Traits- As a company Mckinsey believes in its employees abilities and delegates work as per their abilities. Their judgment helps the people to understand their potential and work towards better and better performance.Role PerceptionsManagers set expectations for the employees under them to perform better with specific roles.Effort Level and Direction of Effort- Praise from immediate manage rs for their work is found to be an effective way to boost the morale of the people. The employees are guided towards a direction so that their own effort is rightly appreciated and is fruitful for the companySelf-Efficacy- Inculcating a strong sense of self-efficacy among the people helps them to develop deeper interest in the activities they perform.By Leadership attention-Managers go on one-on one meeting with their team members to help them develop the desire to perform and produce a desired effect.Effort-Reward Probabilities- Team members are rewarded as per their performance.As budding managers this study helps us to realise that we need to inculcate the culture of performance driven satisfaction among our peers and subordinates. It is important for us, as managers, that we have belief in our team members and motivate them to perform better which will help us and them to gain satisfaction.