SPECIALIST DIPLOMA IN CONSTRUCTION MANAGEMENT

(12
th
Intake)
CM 107
Organization & Management
(Individual Essay)











Lecturer : Dr. Michael Fong
Prepared By : Win Min Kyaw
(G6293507W)
Motivation
Motivation is a power tool in the work environment which can lead to us at the most
efficient level of production. Lack of motivation means absent or insufficient of desire, interest and
driving force which could be caused by personal problem , financial or working environment.
There are three psychological processes in motivation:
Arousal
Direction
Intensity.
Arousal
It initiates the action which fuel of a need or desire for something that is missing from our
lives at a given moment, either totally or partially.
Direction
Direction, in here, stands for the path to take in accomplishing the goals we set.
Intensity
It stands for power and amount of energy put into the goal-directed work performance. The
level of intensity is based on the importance and difficulty of desire goal.

Abraham Harold Maslows hierarchy of Needs
According to A.H Maslow, there are five needs to be satisfied to employee;
1) Physiological
2) Safety
3) Love/Belonging
4) Esteem
5) Self-actualization.


1) Physiological
At the most basic level, an employee is motivated to work to be satisfied of the basic
physiological needs for survival. In this needs, the employee should be provided lunch breaks, rest
break such as physical requirements. Not only the physical needs, but also the wages need to be
sufficient to purchase the essential of employees life.


2) Safety
After satisfaction of physical needs, the safety is second fundamental of employees need
which is included the security of working environment , retirement benefit and employment , etc.

3) Love and belonging
The third level of needs, after physiological and safety , is love and belonging which presents
of interpersonal and feeling of belongingness. This level includes friendship, Intimacy, family, etc.
4) Esteem
This level is to recognize and make employee to be appreciated and, be valued of their
achievement by others. This activity give a person a sense of contribution or value. The confidence,
achievement, respect of others , respected by others and so on, are involved in this level.

(5) Self-actualization
At the top of level of Maslow , Self-actualization, refer to what a persons full potential is and
the realization of that potential. What a man can be, he must be. This proverb forms the
fundamental of the perceived need for self-actualization. In this level consists of morality, creativity,
problem solving, lack of prejudice, acceptance of facts, and so on.

Theory X and Theory Y of Douglas Murray McGregor
Theory X stands for the negative person who does like the work, lazy and lack of
responsibility. But theory Y, which is opposite of theory X , who are so creative, seeking
responsibility and can driven by own self. According to McGregor , the perception of managers on
the nature of individuals is based on the various assumptions.
Assumption of Theory X
An average employee intrinsically does not like work and tries to escape it whenever
possible.
Since the employee does not want to work, he must be persuaded, compelled, or
warned with punishment so as to achieve organizational goals. A close supervision is
required on part of managers. The managers adopt a more dictatorial style.
Many employees rank job security on top, and they have little or no aspiration/
ambition.
Employees generally dislike responsibilities.
Employees resist change.
An average employee needs formal direction.

Assumptions of Theory Y
Employees can perceive their job as relaxing and normal. They exercise their
physical and mental efforts in an inherent manner in their jobs.
Employees may not require only threat, external control and coercion to work, but
they can use self-direction and self-control if they are dedicated and sincere to
achieve the organizational objectives.
If the job is rewarding and satisfying, then it will result in employees' loyalty and
commitment to organization.
An average employee can learn to admit and recognize the responsibility. In fact, he
can even learn to obtain responsibility.
The employees have skills and capabilities. Their logical capabilities should be fully
utilized. In other words, the creativity, resourcefulness and innovative potentiality of
the employees can be utilized to solve organizational problems.
Thus, we can say that Theory X presents a pessimistic view of employees nature and
behaviour at works, while Theory Y presents an optimistic view of the employees nature and
behaviour at work. If correlate it with Maslows theory, we can say that Theory X is based on the
assumption that the employees emphasize on the physiological needs and the safety needs; while
Theory X is based on the assumption that the social needs , esteem needs and the self-actualization
needs dominate the employees.
McGregor views Theory Y to be more valid and reasonable than Theory X. Thus, he
encouraged cordial team relations, responsible and stimulating jobs, and participation of all in
decision-making process.