Essay On Motivation And Motivation

Solution

Usually, people have a deep intrinsic tendency to be useful, profitable and perform more than they thought they could. But, sometime their attempts and efforts will not be noticed and immediately affect employee’s productivity. Finding employee’s motives are difficult and vary from individual to individual. There are several researches about the relationship between motivation and productivity. As the result, there are many theories that can cause employees to work harder and be more helpful. These theories classified in two groups: Content theories and Process theories.

Content theories deal with “what” motivates people and it is concerned with individual needs and goals. Maslow, Hertzberg and McClelland theories are the samples

Reevaluate incentives:

A first solution refers to incentives and motivation. Anything can serve as an incentive if it can persuade someone to do something new. There are three kinds of incentive: tangible, intangible and experiential. Tangible incentives are material objects like money bonuses or physical prizes such as TV or watch. Intangible incentives are thing like recognition, praise, access to better leads, or extra time off. Experiential incentives provide the individuals with an experience.

Some manager’s within the bank believe that a paycheck should be incentive enough to come into work and put forth 100% day in and day out. Others adhere to the intrinsic motivation of having pride in one’s work or the desire to be the best in a specific position. The link between performance and motivation started with the notion that financial rewards do help improve performance.

2. Setting realistic

“Goal setting is the process of developing, negotiating, and formalizing the targets or objectives that a person is responsible for accomplishing”. It is important for sales incentives to be challenging but also achievable. This is a tricky solution. If a goal is too difficult, it could be de-motivating in and of itself, but if the goal is easily achieved it can have the same effect. The employees need to be close enough to reach their goals, to feel the need to push themselves. Therefore, a manager needs to assess his/her employee’s abilities on a more frequent basis, as oppose to annually, in order to set and revise short- and long-term goals and objectives. This would allow manager’s to review their employee’s perception of the goals and determine their level of motivation to achieve