The statement: “It is not possible to actually “motivate” another person; the best we can do is create the circumstances under which the person can become self-motivated,” is one that brings much truth to the idea of motivation. Motivation in and of itself cannot, and should not be perceived as a tangible entity. One cannot give another individual “motivation” like one would present a gift. Managers can create situations that produce motivation, but they cannot actually give motivation itself. There are methods that they can implement to promote this feeling of motivation, therefore allowing employees to be self-motivated.
It has been proven through studies that leadership behavior in terms of work engagement will lead to better retention rates (Medes & Stander, 2011). Research speaks of positive psychology being the best way to approach motivating employees. Positive psychology is stated to be the study of the strengths and virtues that enable people to thrive ("Positive Psychology Center," 2007). When managers take up this approach, they seek to create an environment that focuses on the strength of their employees. Creating the circumstances to promote the feeling of motivation requires managers to emphasize accountability, encourage autonomous decision-making, share information with the employees, help the employees develop their skills, and promote innovation (Medes & Stander, 2011). In order to do the things listed above, managers must work on perception; how do the employees perceive the tasks that are being asked of them, and, above all, the attitude it is being presented with (Liebler & McConnell, 2012).
A true leader will empower their employees. Empowerment can be achieved when a manager creates an atmosphere of meani...
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...oyee’s choice whether or not they want to be motivated; a manager can only do so much. They can provide the tools needed for success, but ultimately what the employee does with those tools is up to them.
Froman, L. (2009, August 26). Positive psychology in the workplace. Springer Science + Business Media, 17, 59-69. http://dx.doi.org/10.1007/s10804-009-9080-0
Liebler, J. G., & McConnell, C. R. (2012). Adaptation, Motivation, and Conflict Management. In Management Principles for Health Professionals (6th ed. (pp. 321-347).
Medes, F., & Stander, M. W. (2011, May 6). Positive organisation: the role of leader behaviour in work engagement and retention. SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 37, 29-41. http://dx.doi.org/10.4102/sajip.v37i1.900
Positive psychology center. (2007). Retrieved from http://www.ppc.sas.upenn.edu/
"An increasingly important element of a positive work environment is the fostering of employee engagement. Engaged employees are not just satisfied with their work or loyal to the organization, but are energized about their contributions to the workplace and willing to go above and beyond their job description to contribute to the organization’s mission. A key component of engagement is that employees feel that the organization cares about and values their contributions."
Many business managers today are not aware to the response that motivation can have on their business. The size of the business is not a factor when considering motivation: whether you’re trying to get full potential from one hundred or an individual everyone is in need of some form of motivation. It is something that is tackled differently by different organisations and the reasonability of its integration lies with all the supervisors of staff. It is essential to understand the various tactics that managers and supervisors will use to motivate there working staff, also why it’s important to initiate extrinsic and intrinsic motivation techniques with the correct work design into the work place for optimum results. “There is only one way…to get anybody to do anything. And that is by making the other person want to do it” Dale Carnegie.
Many business managers today are not aware to the response that motivation can have on their business. The size of the business is not a factor when considering motivation: whether you’re trying to get full potential from one hundred or an individual everyone is in need of some form of motivation. It is something that is tackled differently by different organisations and the reasonability of its integration lies with all the supervisors of staff. However, it is the owner who must introduce motivation as a way to attain the businesses goals. It is key to understand the various tactics that managers and supervisors will use to motivate there working staff also why it’s important to initiate extrinsic and intrinsic motivation into the work place. “There is only one way…to get anybody to do anything. And that is by making the other person want to do it” Dale Carnegie.
Job satisfaction is one of the most important factors in employee performance. Leadership must ensure stakeholders are fulfilled in their work, thus providing a level of intrinsic motivation as they become more engaged (Lawrence, 2014). This is something that comes from top leadership and is only achieved through proper management empowerment. Successful leadership understands that they cannot possibly control every minute detail of their organization. A good leader will invest in subordinate team members, molding them into problem solvers and future leaders by empowering them as decision makers. This concept will also build trust and the more that people trust their leadership, the more they take risks, make changes, and keep organizations and movements alive (Kouzes & Posner, 2012).
Effective employee performance is crucial in safeguarding the competitive positioning of an organization in the marketplace. However, realizing a strong and highly motivated workforce that is committed to a company’s mission and objectives is no doubt a challenging engagement for many managers (Kidwell, et al., 2010). In a move to promote productivity, the HR manager has implemented an employee engagement policy with the aim of enhancing workplace satisfaction, motivation and thus employee retention. This was prompted by increase in employee turnover rates, absenteeism, and constant management-worker conflicts, an element that had witnessed decreased production output by company.
People spend an extensive part of their lives at work, so it is not astonishing that they expect to be rewarded and fulfilled with the job that they do. Motivation is concerned with why people do things as well as what drives them to act in a particular way. Understanding what motivates an individual is important in a workplace. Motivated employees are happier at work. They get more satisfaction from their work, they are absent less frequently, and work with more enthusiasm. This encourages them to contribute more, hence increasing the productivity in the organization. Unmotivated workers will not be as contented with their position in the work environment as motivated workers. The job might not be as important for them which may lead to a poor performance, which will lead to less efficiency and hence to poor productivity.
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.
Much of organisational success is attributed to the quality of its workforce, with many organisations recognising its human resources as their most important asset (Mohammed, Bhatti, Jariko, & Zehri, 2013). A healthy and productive labour force is an important element of reaching organisational success which is why energies have been directed to looking into ways to improve organisations. ). Since the inception of positive psychology, positive leadership has received increasing attention (Searle & Barbuto, 2013) providing significant influence in the corporate world. This essay will focus on the benefits of the positive leadership in a workplace setting. This essay demonstrates the benefits of positive leadership in a workplace setting through prior research and literature. This essay finds that positive leadership improves organisational performance indirectly through a number of factors. These factors include improvement of employee positive moods, employee empowerment, employee psychological capital, employee job satisfaction and employee flow.
The function of manager is to complete a task on time. The task or project may be very simple or vastly complex and technically challenging. Where, a manager must find ways to motivate the people working on the task. In order to understand how to motivate the people, a manager must also understand the difference between the management and the leadership. An understanding of the motivation methods, including the traditional theories from the early to mid 21st century to more modern theories of motivation, is ...
Those in charge have a great deal of influence on employees. The transformation leadership style and employee engagement can change the culture. The managers that show a positive and understanding attitude is just one way to help make the change. According to Hossein and Javadi (2013) certain parts of employee engagement can be ways of appreciation. A transformation leadership style helps gain motivation and satisfaction by gaining the trust of the employee and providing stepping stones to achievements. Taking the time to train, coach, mentor, and talk, in general, has a long term effect that junior employees can adopt and use when they are in leadership
Keeping workers motivated in today workplace can be not just a job, but also an adventure. In many organizations this is a challenge because the workplace is made up of a diverse cultural environment. Managers are still the driving force for any business and the responsibility and demand to ac...
By allowing for employees to be increasingly engaged in workplace activities, they are then given the opportunity to develop new skills. Most leaders also encourage for employees to participate in team building activities so that any employee would be more comfortable and have stronger chemistry when working with other members of their respective departments, and with other employees in the company as a whole. Leaders are capable of motivating their subordinates through a series of actions, such as words of encouragement, acts of appreciation, and allowing for employee involvement in key decision making processes in the company. For instance, leaders who appreciate, constantly encourage and assist in the improvement of the tasks performed by their subordinates will be able to build a strong and healthy employer-employee relationship. This good relationship instils the traits of confidence in employees and motivates them to enhance their performance. Excellent leaders commonly try to develop a dialogue or establish open communication with their subordinates. Employees who are well
There is an old 12th Century English proverb, which says you can lead a horse to water, but you can’t make it drink, the horse will only drink water if it is thirsty, I believe this to be the case when you are dealing with human behaviour, unless employees are motivated in some way or other to reach any targets or goals, they will simply not do it, they need to have a reason. I believe that to motivate or be motivated is a skill that anyone can learn for any organisation to enable to reach its targets or goals.