Abstract
Why do we work? For most of us, it’s because we have to or for the money. There are a lot of people out there who goes into work that they don’t want to do and we are familiar with volunteers who work harder and done their jobs better than a paid staff. Having a better understanding of what motivates employees in the work place will help most organizations get the most out of the workers who work for them. Introduction
Job satisfaction is one of the most important things employees strive for in the workplace. Incentives and rewards in an organization maybe beneficial to both the employees and employers. When an employee is recognized for their hard work, it boosts their morale and job satisfaction and as a result employers see
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What is motivation? Motivation explains why we do the things the way we do (Kinicki & Fugate, 2016). Sultan did the study based on 366 employees,
183 men and 183 Women. The result of the study revealed that five core job characteristics are predictors of employees work motivation and job satisfaction (Sultan, 2012). The study suggests that with these five core characteristics of skill variety, task identity, task significance, autonomy, and feedback can facilitate organizations to motivate and satisfy their employees (Sultan, 2012). Motivation and engagement comes in many ways. Personally, I need motivation to make me feel good about my job and perform my duties optimally. Most employees are more money motivated then others while others find recognition and rewards motivational.
Ways to get Employees Motivated and
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Base on the result of the story, jobs that are characterize by the five core dimensions will positively be correlated with employees work motivation and job satisfaction. It was also determined that the results were different between the two genders. Lovely Gyan and Archana Shukla did the same study on a different organization, same result. The purpose of Gyan’s and Shukla’s study was to study the motivation among railway employees (Gyan & Shukla, 2017). They argued that organizations have to devote their attention to identifying opportunities to form perceptions of meaningfulness among their employees (Gyan & Shukla, 2017). Most of us are also motivated to prove others wrong. Younger professionals want to prove their selves to the older generation. A common saying from the older generation that I personally hear in my organization, they think because of technology they know it all. As an example, an older colleague and I were testing our new system, I was able to learn it faster than her. I also help her throughout the training and she looked at me and said you guys young people are blessed with technology. An organization may need to encourage their employees to exceed expectations by maybe taking responsible risks. Organizations should never take for granted an
Response: Recognition is a big factors that helps with employee satisfaction and motivation. When an employee is excelling in their work and completing all goals and objectives, there hard work is recognized by means of gifts, announcements, and even the prime parking space at the organization.
The pressure can come from the need to make minimum wage money or a parent deciding on what their kids need to do financially. When choosing something to take interest in, they are content and adore what they do. Love for their work profession encourages a positive attitude and this is needed for productivity. When an employee loves what they do, they attain constructive behavior. But, when productivity is sacrificed, it begins to suffer with negative employees who only work to make a change.
This theory implicates a logical illustration that if the nature of a job sufficed and met the five core characteristics, the employee would feel a sense of fulfillment that would result in excellent work performance (Armstrong, 2017). The job design prefigures the significant relationship of the five core dimensions as to how a worker perceives the three vital psychological states – meaningfulness of work, responsibility and knowledge of outcomes – that would eventually contribute to a sense of general job satisfaction, personal growth, increased motivation and effectiveness of work (DeVaro, Li, Brookshire, 2007). There is a dynamic suggestion in JCM that acclaims the correlation of positive feelings with an excellent performance, and negative feelings with poor performance (Mukul, Rayhan, Hoque, & Islam,
Latham G.P and Pinder C.C. (2005). Work Motivation Theory and Research at the Dawn of the Twenty-First Century. Annual Review of Psychology 56.
What is motivation? According to text, motivation is defined as a set of factors that activate, direct, and maintain behavior, usually toward a certain goal. Motivation is the energy that makes us do things: this is a result of our individual needs being satisfied so that we have inspiration to complete the mission. These needs vary from person to person as everybody has their individual needs to motivate themselves. Depending on how motivated we are, it may further determine the effort we put into our work and therefore increase the standard of the productivity. There have been a wide variety of theories about motivation developed over the years. Several are drive-reduction theory, arousal theory, psychosocial (both incentive and cognitive) theory, and Maslow’s H...
When it is discovered that a worker can fulfill the requirements of their job, but are experiencing shortcomings in doing so, many times it is believed that worker motivation may be the root of the problem (Laird 95). What, though, is work motivation? According to Laird (2006), “motivation is a fundamental component of performance “ and “is the reason that someone chooses to do some things and chooses not to do others”. In other words, work motivation is what energizes workers to the level of output required to fulfill a task, directs their energy towards the objectives that they need to accomplish, and sustains that level of effort over a period of time (Steers et al., 2004). In essence, worker motivation is what gets the job done.
Motivation is an important concept which is critical for understanding of and improvement in organizational behaviour and performance. It is therefore important for the managers to understand motivation. It is an important tool which they can use to get more out of their employees and increase organizational performance. Motivation can be defined as the factors, both internal as well as external which arouse in individuals the desire and commitment for a job (Mele, 2005, p. 15). Organizational performance on the other hand refers to the degree to which the organizational objectives have been achieved.
Robbins and Judge define motivation by means of three elements. The first element is defined as being the process that account for an individual’s intensity which is concerned with how hard a person tries. The second element is direction that benefits the organization and the third element is persistence which is a measure of how long a person can maintain effort. Motivation is also driven by certain situations that vary between individuals and within individuals, at different times. (Robbins & Judge, 2007, p.186) These elements should not only be expected from employees but from managers as well.
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.
Motivation can be one of the greatest and most important aspects inside a workplace, as it enables employees to find their incentive to work harder and achieve different types of goals. Motivation can be identified and accomplished by elaborating a job design that helps keep employees happy considering the different environmental factors of the integrative framework when applying organizational behavior. A formal definition states that job design “refers to any set of activities that involve the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of employee job experience and their on-the-job productivity” (Kinicki 168). Job designs help structure jobs and the different tasks needed to accomplish
Kovach KA (1987). What motivates employees? Workers and supervisors give different answers. Business Horizons, 30. 58-65. Print. 8 Feb. 2014.
Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg. 58-59).
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).
Motivation is the concept of stimulating or arousing a person to achieve a goal. Motivation has much to do with desire and ambition, and if they are absent, motivation is absent too (What is Motivation and How to Strengthen It, para. 1). Motivation theories are unique to each organization. Some organizations have come up with motivation theories such as setting work goals, job performance evaluations, and fair treatment policies within the work environment to keep employees motivated. The impact that individuals, groups and structures have on behavior within organizations is Organizational Behavior. Motivation is affected by organizational behaviors, which is why different organizations apply motivation theories to motivate employees.
Job satisfaction represents one of the most complex areas facing today’s managers when it comes to managing their employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and hence also on performance of business organizations. There is a considerable impact of the employees’ perceptions for the nature of his work and the level of overall job satisfaction. Financial compensation