Motivation

Work performance is influenced by motivation factors, as one person wants to do something to be different and distinguised  from others being satisfied by opportunities and personal growth. Maslow as an author found that people have needs as physiological  ones, security and safety, social needs, self-steem and self-actualization, so the theory explains that if a need is already satisfied the person pass to a next level because he or she has created additional needs to be  accomplished but the inferior need continue to exist even the different needs or priorities that people have; In the other hand we find Fredrick´s theory, explaining that  people feel satisfied and dissatisfied as two factors, the first one becomes of professional activities and responsabilities and the second one is related to the organization´s context as its policies, salary and conditions.
Financial factors influence motivation:

http://accidental-hr.com/managing/employee-motivation-new-secrets/

Also Douglas Mcgegor explains other theories related with motivation separating workers two groups of theories:

• X theory: are the workers that do not take responsabilities, try to avoid work and do not accept changes, so those persons have to be pressed to work and performe.
• Y theory: are the workers that take responsabilities and consider normal some efforts to get excellent work, so those workers are not pressed to do so. 

I known that the wish of achieve something and the expectations are the ones who create motivation. actually, there are some theories that offer the motivational techniques:

• The expectancy theory: it says that there is a closed relation between motivation, performance and the results in your work.
• The goal setting theory: explains that if a person has established specific objectives those will offer positive performance even if the goal is so difficult.
• The equity theory: talks about the same or equal treatment will motivate employees
• The theory of group personality and group needs:  according to this theory each individual has different personalities but in certain groups they can share similar needs.

Balance or imbalance in the mind of individual:

http://www.laynetworks.com/Theories-of-Motivation.html

According to all the theories mencioned before we can conclude that there is an important relation between the exisiting types of needs as individual, task and team needs, each one influence one another, therefore the positive results and performance in the organization depends on this interaction.
there is a fifty-fifty rule which explains that "a big part of motivation lies within a person while a substantial part lies outside and beyond its control".(Aider, 2006).
the European Index affirms that motivation, satisfaction and loyalty are related to people´s perception of  job and work environment, some drivers to perception are:
reputation: is the perception of the knowledge of the organization
senior management: is th eperception of the direction of the organization and people involved in.
cooperation: is the interaciton between people in the organization and out side the organization.
daily work: how people perceive all the activities and conditions in workplace.
total remuneration: all the elements related with performance and compensation that people receive.
development: acquisition of competences.

According to some theories there is some motivational competences:

http://www.google.com.co/imgres?imgurl=http://www.healthyvegetariandiet.co/wp-content/uploads/self_motivation_6x4.png&imgrefurl=http://www.healthyvegetariandiet.co/wp-content/uploads/&usg=__kbOFSLOAYjN540qtyU3fvsaTIE0=&h=324&w=432&sz=27&hl=es&start=39&zoom=1&tbnid=MG5Jy-Mrdc_uQM:&tbnh=130&tbnw=173&ei=t4B5TYrwEJS-tgeS2NXOBQ&prev=/images%3Fq%3Dmotivation%26hl%3Des%26biw%3D1276%26bih%3D587%26gbv%3D2%26tbs%3Disch:10%2C718&itbs=1&iact=hc&vpx=863&vpy=298&dur=3518&hovh=194&hovw=259&tx=157&ty=153&oei=WX95Tdz4M8O9tgeBpLy6BQ&page=3&ndsp=20&ved=1t:429,r:5,s:39&biw=1276&bih=587

QUESTION:
¿ in multicultural organizational contexts what could be a good strategy to keep people motivated towards a common task?

In multicultural organizations an strategy to keep people motivated is to satisfy some people needs and recognize each challenge that they face in work environment in a common task  with people of different cultures. Cultural diversity makes stronger the worthness of the organization, because offer different opinions, experiences, values and beliefs that create a group of common characteristics which offer a big
portfolio of personalities to achieve the task that was assigned. Also the manager needs to recognize and resolving disputes between workers due to implement formal structures and formule plan for change in order to improve the task that has been developed, but is known that cultural diversity is effective if groups are assigned different tasks and are independent.
concluding with a motivational video:

http://www.laynetworks.com/Theories-of-Motivation.html

SOURCES:

• http://accidental-hr.com/managing/employee-motivation-new-secrets/
• http://www.laynetworks.com/Theories-of-Motivation.html
• http://www.laynetworks.com/Theories-of-Motivation.html
• MOTIVATIONAL VIDEO <iframe title="YouTube video player" width="480" height="390" src="http://www.youtube.com/embed/lMvxO50OAcY" frameborder="0" allowfullscreen></iframe>
• Viorel, lefter, Manolescu Aurel, Marinas cristian Virgil, and Puia Ramona Stefania. 2009. "EMPLOYEES MOTIVATION THEORIES DEVELOPED AT AN INTERNATIONAL LEVEL." Annals of the university of Oradea, economic science series 18, no.4: 324-328

Organizational behavior- national and organizational culture

http://www.campusexplorer.com/colleges/major/237A2414/Management/94991E52/Organizational-Behavior-Studies/

As the author says an organization is a structured social system compound by groups and individuals working together in order to achieve some objectives, it has four components as structure, task, people and technology that helps to get inputs as matrial and capital, and outputs as pruducts and services. In the other hand, an organizational behavior is the study of individual behavior and group dynamics, this provides some tools to learn to analyze, understand and describe different organizations, therefore, organizational behavior has levels as communication, structure and work attitudes.
Also the human behavior has internal factors to understand behavior and the external ones is outside the person. in the context exists the formal organization as a legitimate and official part of the system and the informal one as the unofficial part. Talking  about changes in an organization is very important to take into account the threats and opportunities of those changes if will create crisis, decrease your profits and sales or just create the entrance of new competitors but the organization can success with positive response in the international marketplace using the TQM (total quality management) to improve some aspects or six sigma to apply strategies, in order to fight against the enterprise´s challenge, it has to improve workforces in the context of globalization applying skill and knowledge.

http://bm2day.com/page3.htm

In terms of organizational culture exists some internal factors that influence decision making as:
resources as staff, technology, plant and financial.
strategies
history
policies

Culture is the the the way that mind can distinguish one person of another, the concept can be learned as we interact with other members, receive rewards, cause and avoid conflict. in the other hand, we have the assumptions that we make about how should we behave known as values and the indicators that motivates behavior  in the group as belief concept and finally the cross-cultural manager needs personal skills to manage a group that is diverse in culture, known as cross cultural and international management, the skills should be associated with:
culture
formuling and implementing plants
recognition and resolving disputes
motivation and rewards systesm
stablishing and implementing formal structure


Also the cultural diversity gives to the company an advantage  due to the capacity to provide opportunities and difficulties to different people and cultures that can offers more benefits. those groups succeed because their cooperation, respect of each other, the ability to exchange alternatives and being tolerant; however, some companies ignore this diversity and therefore they get an inefficient workforce.

QUESTION:
  ¿Why is managing organizational behavior in changing times challenging?

Organizational behavior is managing changing times
because it is an essential factor to the organization to work in the way they are looking for, orginize their workforces and workteams in a formal structure to find greater results and realize which aspects of each person make the company to run in a better way to achieve their goals and create opportunities in the market. Find an ideal organizational behavior brings advantages as work performance, workers integration, acceptance of cultural diversity and learn how to manage some differences between actual behavior in the organization where people are more likely to change, compete and confront anyone. Nowadays, organizations are conformed by people rised in a new era where everyone challenge each other even their owner or manager and where people are more prepared and each day they increase their knowlege.

SOURCES

• http://www.campusexplorer.com/colleges/major/237A2414/Management/94991E52/Organizational-Behavior-Studies/
• http://bm2day.com/page3.htm
• http://www.nhorizons.ca/en-change-culture-change.asp
• Nelson D.L organizational behavior: science, the real world and you. south western college publication 7 edition. chapter 1
• Mead richard 2004. international management: cross-cultural dimensions london: blackwell publishing. chapter 1
• Sin Kit I, organizational behavior presentation

personality, perception and atribution - attitudes and values

As we mencioned before all the internal factors as personality and the external ones as stimulus affecte our perception. in the perception studies exists 2 kind of concepts as:

• in-group that refers to any group to which one belongs
• out-group that refers to any group to which one does not belongs

http://www.prep-profiles.com/personality.aspx

in the other hand we find the atribution theory that is divided in:

• internal attribution is also related with your motivation and personality
• external attribution is related to rules and organizational environment

but exist another theory that affirms that each person is responsable for internal factors but the external ones are not his or her responsability; this is similar with the fundamental atribution error as it says the perception can be wrong but some people attribute their failure on external factors as the organization´s environment.


http://darmano.typepad.com/logic_emotion/2008/10/perception-pyra.html

In order to study and analyze an organization as research the manager or the organization applies a sampling method to get some results of how the workers are calified; other methodology is the questionairy find if people in the external environment are agree or not in some aspects as demographical ones and the other alternative is the analysis of some responses. after taking the research the organization should study the results and discusse later which factors, hyphotesis and analysis can be better and then the organization can conclude that the results are positive or negative for the workers performance.
We found that an organization has resources as part of the activities primarly the production ones and the firm has in the other hand capabilities as its routine but they are connected beacause capabilities results from interaction of a set of resources.
It has been known that for execute an agenda the firm should realize that intellectual capital (intangible assets), organizational capital and sustainable competitive advantage as gaining sustained superior financial performance.Therefore, the relation between elements  allows to have a strategic capital. we can conclude that to find great analysis and performance by the firm in essential to relate human capital with organizational capital.

http://johnycyorhawkins.com/YCYOR_Blog/wp-content/uploads/2009/06/personality.jpg

QUESTION: ¿ To what do you attribute the success of JICA?

I attribute JICA´s success to its voluntary job in order to reduce poberty, defend social weaknesses and contribute to the global objective as the achievement of peace; also they reflect their movement, efforts and goals in their foreing policy that consist that if JICA helps in any aspect the world or an especif country, therefore the country will return this contribution helping JICA to respect and  take care  of each proyect that JICA was in the process.

http://www.cnetg.com/Our_Core_Values.aspx


SOURCES:

• http://www.prep-profiles.com/personality.aspx
• http://darmano.typepad.com/logic_emotion/2008/10/perception-pyra.html
• http://johnycyorhawkins.com/YCYOR_Blog/wp-content/uploads/2009/06/personality.jpg
• http://www.cnetg.com/Our_Core_Values.aspx
• Takao inamori, farhad Analoui, "beyong pygmaleon effect: the role of the managerial perception", journal of management development, vol. 29 iss:4, pp 306-321
• Martin-de-castro G, Nvas Lopez-sáez P.,Alama Salazar, E(2006)  "organizational capital as competitive advantage of the firm "journal of intellectual capital, vol. 7 Iss:3, pp. 324-337