Employee Motivation Essay
opinion Essay
826 words
Motivating Employees Scholars are required to explain why motivating employees is an elevated leader/manager concern in an increasingly outsourced and virtual business world (Motivation and work performance, 2016). In today’ competitive market and commerce environments, effective leaders must have the capabilities to motivate employees in many categories; because, business operations are performed in various settings for example, face to face, online, outsourced or virtual. In order for leaders to inspire job satisfaction, employee commitment and timely output, motivation must be at the forefront of the organization’s agenda. Motivation is a force that initiates, direct, and sustain individual or group behavior in order to satisfy a need …show more content…
In this essay, the author
- Explains why motivating employees is an elevated leader/manager concern in an increasingly outsourced and virtual business world. effective leaders must have the capabilities to motivate employees in many categories.
- Explains that motivation must be at the forefront of the organization's agenda in order to inspire job satisfaction, employee commitment, and timely output.
- Opines that motivating employees is an essential skill that should be obtained, embraced and put into practice by effective leaders.
- Explains the motivational theory that supports leadership concerns as it relates to motivating employees about potential outsourcing and the virtual industry is the motivator-hygiene factors.
- Analyzes herzberg's hypothesis that each occupation should be assessed and determine how the job could be improved and be more gratifying to employees within the workforce.
- Explains that virtual business is defined as a team or group of people with complementary skills that are committed to the common mission, set of performance goals, and task approach for which they hold themselves mutually accountable.
- Explains that resnick (2011) discussed the roles of leaders, motivation as it relates to virtual teams.
- Opines that leaders and managers who work with outsourcing and the virtual business world should strive for team's success in their day to day operation and inspire employees to work effectively, focused on commitment and organizational goals.
- Explains that leadership must understand exactly what motivates each employee in their company. employees are motivated by money and benefits, praise, and work-life balance.
- Concludes that motivating employees is an elevated leader/manager concern and employees will appreciate the leadership for their sincere interest in the organizational resources, their professional growth, and opportunities.
His definition for the motivator factor is the enhancement of as employment fulfillment. Motivating features were the work itself, achievement, recognition, responsibility, advancement, and growth. On the other hand, he defined hygiene factors as items that were necessary for job fulfillment. Hygiene factors are: supervision, organization procedures, working circumstances wages, colleague relationships, and job stability (Motivation Theories, 2016). In addition; to creating employment contentment, Herzberg says the requirement is to concentrate on motivating methods that is connected with job duties. He called this "job enrichment." His hypothesis states that each occupation should be assessed and determine how the job could be improve and be more gratifying to the employees within the workforce. Considerations are: providing opportunities for achievement, identifying employee’s achievements, develop responsibilities that are satisfying and that is equal to the employees’ talents and qualifications, do not limit the employees sense of duty, be innovative as it relates to employees promotions, and be proactive in presenting training and be transparent in advertising interoffice position availability (Herzberg 's Motivators and Hygiene Factors,
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- Employee Motivationexplanatory essayMotivation of employees is one of the primary concerns and challenges for the leader. What is the significance of motivation of employees in an organization? Motivating the employees is the key to an organization’s success, as it affects employee’s performance that ultimately polishes or results into achievement of organizational objectives. Only satisfied employees can lead towards the satisfied outcomes and achievement.
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- Explains that the study aims to investigate the role and influence of the leader on employees in uk police, the effect of its influence and the outcomes of motivation on the employees.
- Explains the focus of this research is to discuss the role of the leadership in motivating the employees and its impacts on the desired outcomes, consequences, and importance for the organization.
- Explains that the study will identify theories that will help answer these and other questions, and determine methods in which these theories can motivate employees.
- Identifies secondary information related to the major factors that motivate an individual to work for an organization dedicatedly and in the best way.
- Explains that literature review is discussed in detail in chapter 2, where secondary data related to this study is evaluated and motivational theories are analyzed.
- Explains that motivating employees is the key to an organization's success, as it affects employee’s performance that ultimately polishes or results into achievement of organizational objectives.
- Explains that the ultimate result or the object achievement task is governed by the success of the employees in doing that particular assignment. no organization can perfectly lead towards its goals without the cooperation and sincerity rather than a passion for work.
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In this essay, the author
- Explains that management and leadership share a common bond in the corporate structure. strategic goals are defined as broad statements that the organization ultimately wants to achieve with their vision and mission.
- Explains that managers must find creative and effective ways to motivate their employees. leadership has a distinct view of their role in the corporate structure that differs greatly from managers.
- Explains that managers avoid conflict in order to maintain a happy and enjoyable workplace. leadership enjoys and welcomes risk.
- Opines that leadership and management must work together to achieve business objectives. great management cannot cover up an ineffective leadership group.
- Explains that a healthy organizational culture starts at the bottom with the employees. companies must be able to attract and retain talented employees or their base will slip out from beneath them.
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In this essay, the author
- Explains that motivation is key in the workplace. it is developed from the collaboration of both conscious and unconscious principles such as the strength of desire or need, motivating force or reward estimation of the objective.
- Explains that motivation levels within the workplace have a point-blank impact on employee effciency. an impetus is an inspiring impact that drives conduct and persuades representatives to be deliver quality work.
- Explains how bosses can rouse representatives and drive specialist profitability by using inspiration systems that incorporate a few procedures.
- Explains how disney needed to get more money out of the park but had no idea how to go about it. walt put together a group of seven people to figure out how.
- Narrates how a colleague suggested opening up the park late on thursday nights in the month of may. after fourteen days the doorbell rang at the homes of each of the seven colleagues.
- Opines that every leader should consider approaches to persuade and motivate his/her best/top preformers to enspire and empower them for which all sorts of individuals in the company will try to achieve the best they can be.
- Explains herzberg's motivator hygiene theory, which isolates propelling variables into two classifications: motivator factors and hygiene factors.
- Explains hackman and oldham's (1980) model of employment advancement states that occupations can be made more motivating by growing the following: skill variety/set, errand character, undertaking criticalness, autonomy, and input.
1161 wordsRead More - The Importance of Motivation in an Organizationexplanatory essayMotivation 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).
In this essay, the author
- Explains greenberg's definition of motivation as a process of raising, directing, and maintaining behavior towards the desired outcome.
- Explains that motivation is the force that transforms and uplifts people to be productive and perform in their jobs.
- Explains mullins (2002)'s classification of motivation into intrinsic and extrinsic types — intrinsic motivation involves psychological rewards to enhance job satisfaction.
- Explains that a manager must understand the difference between management and leadership in order to motivate people.
- Explains that managers must understand two well-known theories of motivation: maslow's motivation theory and mcgregor’s x-y theory.
- Explains maslow's theory of humanistic psychology, where he believes that all humans would strive for the higher ground, and that the never fulfilling thrust of achievement.
- Explains that douglas mcgregor, the american social psychologist, took maslow's work and devised the x-y theory, which directly relates to the working environments.
- Explains that the theory x management assumes that most people prefer to be directed, they want a safety above anything and are not interested in assuming responsibility.
- Analyzes how theory x uses the hard way of managing, and for the manager, all employees are lazy and must be supervised.
- Explains that the theory y is described as individual's behavior differently. it assumes that people are not lazy and unreliable. they can be self directed and creative at work if they are properly motivated.
- Explains that employees can view work as natural as rest or play, exercise self-direction, and seek responsibility. innovative decisions are widely dispersed throughout the population and are not necessarily the sole province of managers.
- Explains frederick herzberg's two-factor theory, the hygiene and motivation factors, where employees were asked about their working environment and what motivates them.
- Explains that motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction, and employee extension.
1539 wordsRead More - Workplace Motivation Theoryexplanatory essayEver since the beginning of Organizational Psychology, work motivation has been a big topic of discussion and research. Based off of what I learned in class lectures, motivation is a complex force that drives people to behave in certain ways. Motivation is an effort expenditure that energizes, directs, and sustains, however, it is not the same thing as performance or ability. Over the course of this discussion, I have formed a variety of ideas about workplace motivation and have better equipped myself to define what I believe creates a motivated, productive, and engaged workforce. Looking at all of the different motivational theories, I believe Herzberg’s two-factor theory, job characteristics theory, the equity theory, the equity theory,
In this essay, the author
- Explains that motivation is a complex force that drives people to behave in certain ways, but it is not the same thing as performance or ability.
- Explains that herzberg's two-factor theory makes sense even though research only suggests some support because managers say this theory holds true in the workplace.
- Opines that motivation is determined by effects of both individual personality and characteristics of the job. job placement can make or break an employee-job fit.
- Explains that employees are motivated by maintaining their state of equity, and if there is inequity exposed, employees reduce this tension and return it to its original, comfortable state.
- Explains expectancy theory and how organizations need to identify and manipulate the weak factor to promote motivation and create a hedonistic motivational force.
- Explains that their favorite notion of motivation is the goal-setting theory. goals affect behavior in four ways: (1) direct attention to a particular task, (2) mobilize on-task effort, (3) enable us to persist, and (4) facilitate strategies to more toward goal attainment.
- Explains the five steps they learned in class that allow them to effectively manage the behaviors in the office.
- Opines that employers need to reevaluate their perceptions on the studied theories and research current studies to increase employee motivation, engagement, and productivity.
1191 wordsRead More - Motivation and Leadershipexplanatory essayThere is no shortage of motivational theories, just as there is none for leadership theories; however there are a few particularly important ones. It is interesting to note that even some of the most notable ideas of motivation are nothing more than untested hypotheses with simple anecdotal observations as a backbone that has served for years of...
In this essay, the author
- Explains that motivation and leadership are intrinsically linked, allowing an easement in the process of the other. without the mutual relationship of leadership, leaders stagnate and are limited by their own inability to accomplish all that must be for real change.
- Explains that motivation is an important topic of discussion in the larger discourse on leadership. it provides the basis for human action, or inaction.
- Opines that motivational theories provide leaders with an understanding of what may motivate followers on a very primal and universal level.
- Introduces maslow's hierarchy of needs, mccelland’s learned needs, and mcgregor
- Describes steers' theory of motivation, which builds on maslow's hierarchy of needs and alderfer’s erg theory.
- Evaluates greenleaf's model of servant leadership from a motivation standpoint as demonstrated through jennings and stahl-wert’s (2003) novella.
- Opines that motivation and the identification of particular motivators is important to the professional development process. understanding the motivations of others allows for greater emotional intelligence.
- Explains that motivation is at the heart of ethics because it studies what causes a particular behavior that could be either ethical or unethical.
- Explains that communication is reliant on motivation and communicators must understand the motivations of an audience in order to influence them appropriately and in a meaningful way.
- Explains that they are motivated largely by power and achievement. they thrive on influence and recognition, which is likely a reason for their current employment with the erie vamc executive leadership.
- Explains that motivation plays a pivotal role in aiding leaders in navigating the influence relationship of leadership. motivators, tweaked by persuasion, can be very powerful and lead to colossal good or catastrophic action.
- Describes s' books on the serving leader and organizational behavior: an experiential approach.
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In this essay, the author
- Opines that managers' concerns regarding motivation and how to get the most effort from their employees are valid concerns because of the reality of today's economy.
- Explains that robbins and judge define motivation by three elements: intensity, direction, persistence, and situations. these elements should be expected from employees and managers.
- Opines that managers should make a conscience effort to stay in touch with the interest, skills, and abilities of their employees. employees can provide valuable information about how to motivate each other.
- Explains maslow's hierarchy of needs theory, which has received wide recognition among practicing managers, and could provide valuable insight in motivation.
- Opines that if we want to motivate people on their jobs, emphasize factors associated with the work itself or to outcomes directly derived from it. promotional opportunities, opportunities for personal growth, recognition, responsibility, and achievement are intrinsically rewarding.
- Explains that managers can link rewards to productivity and offer bonuses to meet certain goals and deadlines. manipulation can motivate employees in an ethical way by encouraging them to perform at their best in a dangerous setting.
- Explains that edwin locke's research on the goal-setting theory addresses these issues and the effect that goal specificity, challenge and feedback have on performance. specific goal setting produces a higher level of output than the generalized goal of "do your best".
- Opines that managers use their authority to influence by artful skill and adapt or change to suit one’s purpose or advantage, influencing employee productivity for the benefit of themselves and the organization. employees should refuse to allow managers to control them.
873 wordsRead More - Islamic Management Case Studyargumentative essayThus,(Omar K Bhatti, Uzma S Aslam, Arif Hassan Mohamed Sulaiman , 2016) Assured that the dynamic changing in business environment today requires motivated employees that can support an organization and let it to survive and achieve a competitive advantages. Top management must be aware to the factors that affect employee motivation and work efficiency. Traditional management viewpoint of employee motivation differ from the Islamic view, but combination of these views can yield to better result in motivating
In this essay, the author
- Defines motivation as extrinsic and intrinsic factors that affect desire and energy in people to be continually willing and committed to a job, role, or to make an effort to achieve goals.
- Analyzes how a study promotes traditional management motivation based on tangible gains, fulfillment and expectations of administrators, workers, and crew of an organization.
- Explains that islam proposes motivation to bring within its perspective the expectations, fulfillment, and gains in this world as well as those of the afterlife.
- Explains that management motivation is counted as very important factors by which management discharges their functions to achieve the predetermined goals and objectives of the organizations.
- Compares traditional management with islamic management, which follows the principles and legislation of islam as pronounced in holy qur’an and sunnah of holy prophet mohammad sall allaho alihi wa sallaam.
- Explains that individual performance depends on three factors, e.g. motivation, ability, and the work environment, but employees' motivational problem is complex.
- Opines that the dynamic changing business environment requires motivated employees that can support an organization and achieve competitive advantages. traditional management viewpoint of employee motivation differs from the islamic view.
- Explains that the islamic perspective set more importance on islamic spirituality, reward and punishment, and justice. these three factors enforce to improving the motivation of muslim employees to achieve goals.
- Explains the motivation of muslim employees to produce special work and service is derived from faith and the thought of self-realization, almost mobility and enhancement of the material level of living or service to the public.
- Explains that motivation may be derived from the principle that as an owner of amanah (the confidence) on earth, man must be mindful that his hard job is a kind of amalsalih (worthly job).
- Explains that man's effort is a kind of ibadah (slavery to god) if it adjusts to heavenly commandment.
- Explains that the prophet mohamed said "work is worship" and that completeness of work is a spiritual duty.
828 wordsRead More - Motivation And Work Design Essayexplanatory essayMotivation and work design 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.
In this essay, the author
- Explains that business managers aren't aware of the response that motivation can have on their business. the reasonability of its integration lies with all supervisors of staff.
- Explains the two main forms of motivation in the work place: exentric and incentric motivation, based on abraham h. maslow's theory.
- Explains that the pyramid is fairly universal among different cultures, but there are differences in an individual's motivational content in a particular culture.
- Explains the rigidity of maslow's theory and how alderfer constructed a more convincing and easier erg theory, namely existence needs, relatedness needs and growth needs.
- Explains that extrinsic motivation is focused on how employee behaviour is initiated, directed, and maintained.
- Explains that victor vroom's theory was based on three variables: valance, instrumental and expectancy. the research has not provided absolute backing for the theory.
- Explains the importance of carefully thought out job roles and design in motivating employees.
1824 wordsRead More - Saisfier Factors Of Job Dissatisfactionanalytical essayMotivators or intrinsic (satisfier) factors are related to the actual performance of the work, or the content of the job. The motivators are internal job factors that urge the employees to strive for better achievements, and lead to job satisfaction and higher motivation (Balkin, Cardy, & Gomez-Mejia, 2003). They are the factors that influence the perceptions or feelings of employees about themselves and their work, and motivate them to work harder or better.7 Akyeampong and Bennell (2007) state that intrinsic motivators such as responsibility, the challenging nature of a job, and achievement are motivators that come from within a person.3
In this essay, the author
- Explains that herzberg calls these factors hygiene, dis-satisfiers or maintenance factors, and proposed that, if absent, it led to job
- Explains that motivators are internal job factors that urge employees to strive for better achievements, and lead to job satisfaction and higher motivation.
- Explains that herzberg's two-factor theory has been linked to maslow’s hierarchy of needs theory. motivation factors are internal factors associated with higher-order needs.
- Explains that the absence of acceptable intrinsic factors in the workplace leads to high employee attrition rates in many professions, including teaching.
- Explains that herzberg et al. claimed that intrinsic factors can lead teachers to feel satisfied, but their absence does not necessarily lead to dissatisfaction. a teacher who is not recognized and not given responsibility for his or her high-quality performance in the work-place will not quit teaching.
- Argues that intrinsic factors play a significant role in motivating individuals to join the profession.
- Explains that hygiene factors are extrinsic satisfiers that are associated with lower-order needs and include organizational policy and administration, supervision, interpersonal relations with peers and supervisors, working conditions, status, job security, and salary.
- Argues that extrinsic hygiene factors, which are external to what a person does, do not contribute to job satisfaction when present.
- Explains that a teacher who feels that his or her salary is not ample, will be dissatisfied, but improving the salary to an acceptable level will not necessarily lead to job satisfaction.
738 wordsRead More