Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Leadership and motivation
The role of employee motivation on organisational performance
The role of employee motivation on organisational performance
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Leadership and motivation
Best Practices in Motivating 21st Century Workers
I think the biggest concern that most people have today in their jobs is fear of corporate downsizing. People realize that no matter how hard they work, their employer could come in any day and tell them that they are laying off workers and you’re the one going today. It is hard to motivate someone if that is hanging over their head. Most people have a sense if there is trouble within the company whether it’s from the way upper management acts or through the grapevine.
There used to be an understanding between employers and employees that they had job security, but the 21st century has brought layoffs and better job opportunities. Employers might say that their employees are important but they still act like each one can be thrown away. In the 21st century, they are going to have to motivate employees to allow their needs to be met. By doing this they can keep employees and be lucrative (Longnecker, 2010).
In the business setting of today, employees look to their leader for the motivation to do their best. By motivating them, you will get their very best performance. People are looking for more than a paycheck. Employees want to know they are part of something, they want to make good choices about their careers and move up to better themselves. “Leaders and managers must make motivation an integral part of their daily job if they hope to build the kind of workforce necessary to succeed in the 21st century” (Brusman, n.d.).
I feel like to hardest part of motivation is the different people and personalities you have to work with. I have worked in many different offices, and personalities are from one extreme to the other. It’s wonderful when you have those people...
... middle of paper ...
...never know when you walk in the door what your day is going to be. Since it is a small office, they dictate the mood. Because I’m self motivated and I also discovered reading this week that I have selective perception, I can get to my desk and do my job without it effecting my work. Different personalities act different ways though because someone else in the office gets very frustrated when the mood is bad and she let’s their mood dictate her day. Leaders need to realize that as leaders their behavior sets the tone.
References
Brusman, M. (n.d.). Once Again, Just How Do You Motivate People?. Retrieved from www.workingresources.com/nss-folder/pdffolders/howdoyoumotivatepeople.pdf
Longnecker, B. (2010, August 2). Motivating a multigenerational workforce in the 21st century. Retrieved from http://houstonbusinessdaily.com/advisor/brent_longnecker/?p=7
It’s usually this type of employee that is treated unfairly and gets stuck in a job they do not like. I know I was one of those loyal employees. With the economic shift and government influences (Obama care!) Having a job that works for you and takes care of you is vital.
The basic skill of leadership is the ability to motivate others to completes a task or goal. Whether it be going to school or carrying out the tasks of a job, every effort requires motivation. The type of motivation can often be the determining factor of whether or not the effort is successful. According to Warrick (2016) motivation is defined as the processes that account for an individual’s intensity, direction, and persistence of effort in obtaining a goal (in this case, a work-related goal). Employers can thereby gain insight into what motivates an employee by first
motivation to work hard and to not quit the job and move on to the
Improving employee attitude during turbulent times is a challenge for any corporation. Managers need to consider, at all levels, what is truly the most important piece to the continuance of the company. The driving force of success is employee commitment and motivation. As stated in the book Help them grow or watch them go, “even during challenging times your best and brightest have options (Kaye &Giulioni, P 9)” Bain & Company, Home Depot and Best Buy had positive outlooks by using a few of Schwartz’s ten values. Leaders use positive employee behavior to negotiate uncertainty. Communicating with employees to bridge the gap between personal response to information and an institutions collective understanding organizational norms. These norms may include placing the organizations needs for success higher than ones desire to maintain status quo.
Many organizations today place multiple demands on its leaders to provide vision, initiate change, and make difficult decisions when necessary. In order for leaders to handle these demands, leaders must be able to be flexible and most importantly be able adapt to change. Having strong leadership skills and a sense of direction are part of the trades that successful businesses seek in a leader. Therefore, it is important for leaders to engage effectively with their subordinates in order to build commitment, in order to motivate and improve the quantity and quality of their work. Good leaders will find innovated ways to motivate their staff using a variety of skills whether it is through training or experience, which will help to accomplish a common goal.
If the organization succeeds then the employees also succeeds. Employees must see the bigger picture and must feel that they are part of the organization and not just a one man show.
To become a truly effective leader, one must encapsulate the various behaviors related to the aforementioned course learnings in his/her persona and demonstrate such behaviors daily. This course has allowed me to identify four behaviors that all leaders must portray to be effective. The first of which is that a leader must be inspirational. To do so, a leader must set the appropriate vision and direction for the organization and provide a path to achieving defined goals. Additionally, a leader must induce the proper levels of motivation so that each employee has sufficient incentive to work towards the organization’s goals. As discussed in the class, motivation can be accomplished by factors such as rewarding hard work and providing the correct opportunities to employees. While these are motivating in that employees desire to be fairly compensated and to be doing work they deem valuable, inspiration comes more from organizational culture. A leader will be inspirational by setting a tone that appreciates each employee’s contribution, no matter how small in scale it is. Further, employees are inspired when they work collaboratively in a group setting and can capitalize on individual strengths to drive organizational goals.
Smola, Karen Wey, and Charlotte D. Sutton. "Generational Difference: Revisiting Generational Work Values for the New Millennium." Journal of Organizational Behavior 23 (2002): 363-82. JSTOR. Web. 28 Mar. 2012. .
Motivation is the reason or purpose behind action, or what causes one to act in a particular manner. Motivation can either be intrinsic or extrinsic in nature, yet it rests solely within the power of the individual actor to be motivated (or not) by intrinsic and extrinsic motivators. Motivation is an extremely important topic of discussion in the larger discourse on leadership. It is important because it provides the basis for human action, or inaction. Leaders must be able to understand what motivates their followers in a hope to use that knowledge to guide them to behave in a certain way that is beneficial for the organization. To do so, it behooves leaders to understand the basic concepts and theories of motivation that abound.
It was once a common belief that if employees worked hard, showed up on time and followed the rules that they would be guaranteed a job for life. However, over the last decade there have been changes in the workplace. There are two main causes for this change. The changes in the work place in the twenty-first century are being caused by advancements in technology and expansions in globalization through the Internet.
The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that’s easier said than done! Motivation practice and theory are difficult subject, touching on several disciplines.
Zemke, Ron. (2013). Generations at Work: Managing the Clash of Boomers, Gen Xers & Gen Yers in the workplace. Edition #2.
Robbins (2013) recognizes that baby boomers have an enormous hard-working attitude with a definitive want to characterize themselves through their expert achievements. Baby Boomers, born between 1946 and 1964 value their achievement, ambition, loyalty to career and dislike to authority in competitive workplace (Robbins and Judge, 2017). Gen Xers, born between 1965 and 1977, who are independent-minded like work-life balance, team-oriented, loyalty to relationship and dislike of rules. The generation born between 1978 and later, known as Millennials value flexible hours, teamwork and collaborative culture, career development, loyalty to both self and relationships with employers and dislike the formality of regular meetings if there
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations managers, due to the complexity of motivation and the fact that, there is no ready made solution or an answer to what motivates people to work well (Mullins,2002).
Timm, Bartholomew J. "Cross-Generational Management | U.S. Chamber Magazine." U.S. Chamber Magazine | Business News, Commentary, Opinion, How-To, Policy/Advocacy, Profiles, And Economic Information. 1 Sept. 2007. Web. 23 June 2011. .