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Research proposal on leadership and motivation
Contributing factors of motivation of employees
Employee motivation : theory and practice
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Managing Individual Performance
Motivation is an essential factor in managing the individual performance of employees to attain desired individual and organizational results. In this paper I will be defining the concept of motivation within the context of the workplace. I will also explain criteria utilized to evaluate and select candidates in order to form an effective work team. And finally, I will discuss additional factors and theories taken into consideration to solve problems affecting employees to obtain desired outcomes.
Motivation refers to the forces within a person that affect his or her direction, intensity, and persistence of voluntary behavior (McShane & Von Glinow, 2005). Motivated employees exert a particular level of effort (intensity), for a certain amount of time (persistence), toward a particular goal (direction) (McShane & Von Glinow). Motivation involves furnishing people with a reason to do what they are asked to do and managers need to understand and use motivation (Langemo, 1985). Individuals have different needs priorities so managers must customize the fulfilling of needs (motivation) to each individual (Langemo). Motivating each individual will result in improved morale throughout the group and achieving desirable outcomes (Langemo).
Going through the "Managing Individual Performance" simulation my first task as manager was to select four company employees to work as volunteers on a social project. The project involved helping substance abusers go through rehabilitation. Based on the understanding that what motivates an individual is linked to the person’s personality I assigned each volunteer to a particular job by matching their profiles with the job descriptions. For example, the job supervising confrontation sessions required a strong personality capable of motivating as well as good communication and conflict management skills (University of Phoenix, 2002). I found that Daniel was the best fit for this job since he is aggressive yet his personable nature helps in resolving personnel problems and motivating production teams (University of Phoenix).
According to the simulation results I achieved an ideal personality-job fit in selecting the team members and assigning them to the appropriate jobs (University of Phoenix, 2002). Still, problems arose over the course of the project that demanded the consideration of other factors to select strategies to keep the team motivated. For example, a friend of Nicola informed me as manager that her brother had died of a drug overdose and that lately she felt very depressed thus affecting her performance (University of Phoenix).
Wikipedia defines motivation as, “The general desire or willingness of someone to do something.” Motivation is a need within us that inspires us to take action. In leadership, motivation theories play a key part in organisational behaviour and creating team success. It forms the centre of influence and therefore effective and inspirational leadership.
Motivation is a critical role of management mainly because a manager’s job is to get work done through other people. Therefore a manager needs to understand that each employee has different vales and beliefs and as such different things will motivate them. That being said there are certain aspects of the job that a manager can improve to increase employee satisfaction and commitment, which are linked to the level of which an employee is motivated to work. The purpose of this paper is
Managers seem to inherit a strong trust in the authority of personality traits to forecast behavior at the work area. If managers thought that situations resolute behavior, they would hire individuals almost at random and assemble the situation correctly. But the employee selection procedure in most establishments places a great deal of importance on how applicants achieve in interviews and on examine through which the personality of a person can be achieved and the task distribution can be much easy varying upon the type of personality (Robbins, Odendaal and Roodt, 2001)
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...
In the workplace it is essential individuals understand both their own personalities and also how to interact with other people based on their personalities. “Understanding others and how they function is a first step towards having good interpersonal relationships in the work environment and thereby enhancing personal effectiveness” (Chauhan & Chauhan, 2006, p. 357-358). Individual personalities can vary greatly and it is highly possible for different personalities to clash when working together, particularly in team situations. Different personalities within work groups help to influence the team performance in two distinct ways. Firstly, as an input factor, which...
Employee motivation has always been a central problem in the workplace, and, as an individual in a supervisory position, it becomes one’s duty to understand and institute systems that ensure the proper motivation of your subordinates. Proper motivation of employees can ensure high productivity and successful workflow, while low worker motivation can result in absenteeism, decreased productivity rates, and turnover. A large body of research has been produced regarding motivation, and much of this research is applicable to the workplace. Due to the nature of man, motivation varies from individual to individual, and, because of this, there is no one system that is the best for ensuring worker motivation in every organizational situation, and, as a product, many theories have been created to outline what drives people to satisfactorily complete their work tasks. Throughout the course of this document, the three main types of these motivational theories will be outlined and examples of each, as well as how these theories can be used to further strengthen and sustain worker motivation....
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.
There is a growing awareness across the business spectrum that typical performance management systems focus too much on remedying individuals’ weaknesses or deficits; it is much more powerful to focus on people’s strengths and apply these to the required organisational outcomes. This is particularly so in difficult operating times when the importance of hiring to strengths as well as to skills can be a real differentiator of
Teams play a vital role in the activity of the companies and organizations. To form a high performance team one need to know what elements influence team performance. The most important elements of the teams are its members. It goes without saying that all of them have different personalities. And here lies the question: how to select those individuals, who will make you team successful?
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 is an aspect of managerial function of directing under execution. It is necessary as a means to induce people to work, as they are able and trained to do, willingly.
One of the most important theories of HRM (Human Resource Management is that of ‘Motivation’. The purpose of this theory is to explain the role of an organisation in order to encourage its people to put in the best of their efforts and abilities in a way that will help further in achieving better outcomes for the business and organisation’s goals(Armstrong, 2001). There are various techniques that can be adopted to motivate people for instance, rewards, punishments, actions to satisfy needs, psychological processes etc. This world is developing at a rapid pace and due to this development and quick changes; new ways of working and managing organisations have emerged. These
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).
We live in a world where the organization's most valuable assets are its people and not its machinery. If this is not clearly understood it might have serious consequences for organization's future. However placing importance on a people's component is not only about their knowledge and skills because we have to take into consideration people's personality too. People's personality is usually assessed on a basis of a day-to-day experience but this is a method that is a costly one because many people make much better impression during the job interview than during the real work. Therefore it is wise to use instruments such as the personality assessment tests which are developed for better understanding not only of our subordinates but of ourselves
People’s behaviour is determined by what motivates them. The aim of this essay is to discuss the essence of the motivation and psychological strengths, its evolution, a brief overview of the key theories of the employees’ motivation and behaviour analysis. The main task is to understand how motivation affects employee behaviour and to clarify the importance of motivation. In this essay I will discuss and produce definitions and examples to answer the main question of what is the driving force and how do people’s needs influence performance at work?