Professional Ethics and motivation ( IEM )

Topic includes

- Professional ethics
- Motivation
- Types of motivation
- Maslow's need hierarchy theory
- Diff. Between intrinsic and extrinsic motivation
- Incentive
- Job satisfaction

Professional Ethics

Professional ethics are principles that govern the behaviour of a person or group in a business environment. Like values, professional ethics provide rules on how a person should act towards other people and institutions in such an environment.
Some professional organizations may define their ethical approach in terms of a number of discrete components. Typically these include Honesty, Integrity, Transparency, Accountability, Confidentiality, Objectivity, Respect, Obedience to the law, and Loyalty.

The five main principles of ethics are usually considered to be:

Truthfulness and confidentiality.
Autonomy and informed consent.
Beneficence.
Nonmaleficence.
Justice.

Motivation

Motivation is the experience of desire or aversion (you want something, or want to avoid or escape something). As such, motivation has both an objective aspect (a goal or thing you aspire to) and an internal or subjective aspect (it is you that wants the thing or wants it to go away).

Four types of motivation

Extrinsic Motivation. Extrinsic motivation comes from outside us. ...

Intrinsic Motivation. Intrinsic motivation is done for internal reasons, for example to align with values or simply for the hedonistic pleasure of doing something. ...

Introjected Motivation. ...

Identified Motivation.

Maslow’s Need Hierarchy Theory:

It is probably safe to say that the most well-known theory of motivation is Maslow’s need hierarchy theory Maslow’s theory is based on the human needs. Drawing chiefly on his clinical experience, he classified all human needs into a hierarchical manner from the lower to the higher order.

1.Physiological Need

These needs are basic to human life and, hence, include food, clothing, shelter, air, water and necessities of life. These needs relate to the survival and maintenance of human life. They exert tremendous influence on human behaviour. These needs are to be met first at least partly before higher level needs emerge. Once physiological needs are satisfied, they no longer motivate the man.

2. Safety Needs:

After satisfying the physiological needs, the next needs felt are called safety and security needs. These needs find expression in such desires as economic security and protection from physical dangers. Meeting these needs requires more money and, hence, the individual is prompted to work more. Like physiological needs, these become inactive once they are satisfied.

3. Social Needs:

Man is a social being. He is, therefore, interested in social interaction, companionship, belongingness, etc. It is this socialising and belongingness why individuals prefer to work in groups and especially older people go to work.

4. Esteem Needs:

These needs refer to self-esteem and self-respect. They include such needs which indicate self-confidence, achievement, competence, knowledge and independence. The fulfillment of esteem needs leads to self-confidence, strength and capability of being useful in the organisation. However, inability to fulfill these needs results in feeling like inferiority, weakness and helplessness.

Intrinsic and extrinsic motivation

Intrinsic motivation is the natural tendency to seek out and conquer challenges as we pursue personal interests and exercise capabilities. When we are intrinsically motivated, we do not need incentives or punishments because the activity itself is rewarding.

On the other hand, if we do something in order to earn a grade, avoid punishment or for some other reason that has very little to do with the task itself, then it is known as Extrinsic motivation.

Methods of improving motivation

Positive Work Environment

Motivate employees by offering an upbeat, positive work environment. Encourage teamwork and idea-sharing, and make sure staffers have the tools and knowledge to perform well. Be available when employees need you to be a sounding board or a dispute mediator. Eliminate conflict as it arises, and give employees freedom to work independently when appropriate.

Set Goals  that are Reasonable and Achievable

Help employees become self-motivated by helping establish professional goals and objectives. Not only does this give employees something to strive for, but your business benefits when goals are tied to corporate contributions. Make sure goals are reasonable and achievable so employees don’t get discouraged. Offer encouragement when workers hit notable milestones.

Increase Motivation by Providing Incentives

Increase motivation by providing incentives to work toward. You can create individual incentives for each employee or team incentives to motivate employees as a group. Financial incentives can include cash prizes, gift cards or restaurant gift certificates. Nonfinancial incentives can include extra vacation days, compressed work weeks or choice office space or parking spots.

Recognize Achievements and Accomplishments

Celebrate employee achievements through employee-of-the-month or star performer awards. Make a big deal out of accomplishments by celebrating at staff meetings. Print certificates or engrave plaques, issue a press release or post a notice on your company website. Recognize team accomplishments as well as individual efforts.

Share Profits to Improve Performance

Motivate employees with the incentive of a profit-sharing program. In this way, employees increase earnings while helping the business income rise. This approach simultaneously promotes collective goal-setting and teamwork. It also gives employees a sense of pride in ownership and can improve performance and reduce turnover as well as raise morale.

Solicit Employee Input

Regularly survey employee satisfaction. You can conduct anonymous polls or hire an independent party to conduct a formal focus group. This will help you catch potential morale breakers before they get out of hand. Soliciting employee input also shows staffers that you care about the opinions of workers and want to continually improve working conditions.

Provide Professional Enrichment

Encourage employees to pursue additional education or participate in industry organizations. Provide tuition reimbursement or send employees to skills workshops and seminars. If an employee is motivated to an upward career path, offer mentoring and job shadowing opportunities. Promote from within whenever possible and create opportunities to help employees develop from a professional standpoint.

Incentive

The study of incentive structures is central to the study of all economic activities (both in terms of individual decision-making and in terms of co-operation and competition within a larger institutional structure). Therefore, economic analysis of the differences between societies (and between organizations within a society) amounts to characterizing the differences in incentive structures faced by individuals involved in these collective efforts. Incentives aim to provide value for money and contribute to organizational success.


Because of unemployment and de-stabilization of economy the only sure source of job satisfaction is pay and promotion. ... Pay has significant influence on job satisfaction but the promotion has less influence and partially significant to the job satisfaction.

Job satisfaction

It is the amount of overall positive effect or feelings that individuals towards their jobs.

Difference between intrinsic and extrinsic motivation

Extrinsic Motivation

Participating in a sport to win awards

Cleaning your room to avoid being reprimanded by your parents

Competing in a contest to win a scholarship

Studying because you want to get a good grade

Intrinsic Motivation

Participating in a sport because you find the activity enjoyable

Cleaning your room because you like tidying up

Solving a word puzzle because you find the challenge fun and exciting

Studying a subject you find fascinating