The level of competition in the corporate world has prompted firms to embrace motivation strategies to encourage their employees with an aim of ensuring that quality services are offered to consumers. To attain this, firms have been prompted to initiate mechanisms that make their workplace desirable so that employees may be motivated to work efficiently and apply their skills optimally. Unlike past days when most firms regarded employees as just part of the inputs required in the production process of goods and services, it is now apparent that they are valued as the human capital without which an organization cannot attain its goals. There are a number of theories that have been used to explain the need for employee recognition and engagement, for instance: equity theory, two factor theory, expectancy valence theory and need hierarchy theory. Motivation of employees should be the primary focus for managers by offering: equity, support to employee aspirations and goals, good remuneration, and skill enhancement through continuous training.
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.
According to Greenberg (1999), motivation is defined “as a process of arousing, directing and maintaining behavior towards a goal.” Where “directing” refers to the selection of a particular behavior; and ‘maintenance” refers to the inclination to behave with consistency in that manner until the desired outcome is met. 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). Mullins (2002) also classifies motivation into Intrinsic and Extrinsic types.
It will furthermore identify the commonly known traits of a successful leader and importance of emotional intelligence. Lastly, this essay will explain ‘contingency theory’ in order to gain an understanding on other factors, besides personal traits and characteristics, that can influence the effectiveness within a leader. Defining leadership All organisations require management and management in turn, require a certain level of leadership abilities. The long-term success of an organisation depends on its ability to take advantage of the competences and knowledge of its employees. In an increasingly competitive environment, organisations must motivate its employees and encourage initiative within the organisation.
The largest difference between leadership and management is that the purpose of management in execution is to control the situation and to solve problems, whereas leadership aims at motivating and inspiring people, which reveals the other difference between leadership and management is that leaders have followers but managers have subordinates (Kumra, 2013). The transformation assists managers to improve their leadership and to build better relationship with employees. For the extrinsic reasons, managers can fulfil people’s desire to work more productively by applying extrinsic motivations (Frey & Osterloh, 2002). It is beneficial for managers to build more harmonious relationship with employees and to turn subordinates to followers. The other extrinsic reason is that it creates more motivated environment at workplace.
Motivation involves a lot of elements. However, if a manager can study the theories and practice the techniques to improve motivation; managers, in turn, will be rewarded with productive employees. It is the job of the manager to ?turn on? motivation in employees. Works Cited Bruce, Anne, and James S. Pepitone.
Motivation or socially acquired need to fulfill personal goals is a complex concept. Organizations or firms are set out in order to achieve certain targets or goals and those goals are impossible to achieve without motivation. For managers, motivation of employees is considered as one of the most important aspect as well as being difficult to achieve. This is because there is often a misalignment between the firm’s and employee objectives. Firms may have the objective of profit maximization; it would be hard to find an employee who shared the same objective as the firm all the time.
Motivation and Conflict Management Organizations strive for creative ways to enhance employee motivation and resolve conflicts with the desire to have employees perform better within the workplace. To motivate one has to be motivated. Motivation within the workplace has to be constant and requiring a goal. Motivation, if not repeated will not last. Therefore, learning to determine how different organizations apply motivation theories to motivate employees, analyzing conflict management strategies and what approaches work best in different organizations will influence the success of an organization.
You need to be able to motivate employees if you wish to succeed as a manager. There are many myths as to what motivates employees. Be wary of these myths and focus on the many proven factors which motivate employees such as an enthusiastic manager, responsibilities and buy in, and rewards and incentives.
The need of the motivated employees in the rapidly changing work place can be the reason for the organizations success and survival. Motivated employees are more efficient and effective. Leaders need to understand and evaluate what motivates employees. Motivating employees is no doubt one of the most complex and challenging task that leaders performs; this is due to the fact that what motivates employee’s changes constantly according to the work force and the organization. For example assigning a creative and innovative task according to the capacity and the interest of employees ultimately leads toward the efficiency and increase working capability of the employ...