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Employee Motivation is the Key to Success MEANING OF MOTIVATION 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. The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that’s easier said than done! Motivation practice and theory are difficult subject, touching on several disciplines. To understand motivation one must understand human nature itself, and there lies the problem! Human nature can be very simple, yet more complex too. An understanding and appreciation of this is a prerequisite to effective employee motivation in the workplace and therefore effective management and success of organization to attain its objectives. The article on employee motivation the key to success concentrates on various theories regarding human nature in general and motivation in particular. Included are practical aspects of motivation in the workplace (Tanzania Revenue Authority – TRA) and research that has been undertaken in this field notably by Abraham Moslow (theory z, hierarchy of needs) David Mc.Clleland (achievement motivation) and Herzberg (two factor motivation hygicne theory). EMPLOYEE MOTIVATION – THE KEY TO SUCCESS There is an old saying you can take a horse to the water but you can not force it to drink. It will drink only if its thirsty-so with people. They will do what they want to do or otherwise motivated to do. Whether it is to excel on the workshop floor or in the “Ivory tower” they must be motivated or driven to it either by themselves or through external stimulus. Are they both with the self-motivation or drive? Yes and no if no, they can be motivated, for motivation is a skill, which can and must be learnt. This is essential for any business to survive and succeed. Performance is considered to be a function of ability and motivation, thus: • Job performance = f (ability)( motivation) Ability in in turn depends on education, experience and training and its improvement is a slow and long process. On the other hand motivation can be improved quickly. There are many options and an uninitiated manager may even know where to start. As a guideline seven strategies for motivation. • Positive reinforcement/high expectations
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.
For an organisation to motivate its employees, it has to understand the factors that motivate people such as needs, motives, drives, goals or incentives.
Building a work-related relationship is also a good thing as well. When a member of management motivates their employees, it shows them that they actually care. Just a simple pat on the back can go a long way. Motivation is the inner drive within a person that pushes a person toward accomplishing certain goals (Ferrell, pg.4). There are a few strategies that managers use to help motivate there employees.
Dwight D. Eisenhower once said, “Motivation is the art of getting people to do what you want them to do because they want to do it.” Studies have found that high employee motivation goes hand in hand with strong organizational performance and profits. Therefore, managers are given the responsibility of finding the right combination of motivational techniques and rewards to satisfy employees’ needs and encourage great work performance. This becomes a bit more challenging as employees’ needs change from one generation to another. Three of the biggest challenges a manager faces in motivating employees today are the economy and threats to job security, technological advances, and company cultures that primarily focus on the bottom line.
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.
Among the many challenges facing the owner or manager of a business is employee motivation. Face the fact, businesses run on people. People bring their challenges to work every day. Some are highly motivated and turn in a great days work without much management intervention. Others are dragging along the bottom, barely earning their pay.
Robbins and Judge define motivation by means of three elements. The first element is defined as being the process that account for an individual’s intensity which is concerned with how hard a person tries. The second element is direction that benefits the organization and the third element is persistence which is a measure of how long a person can maintain effort. Motivation is also driven by certain situations that vary between individuals and within individuals, at different times. (Robbins & Judge, 2007, p.186) These elements should not only be expected from employees but from managers as well.
Surviving the existing competition and remaining profitable and relevant in the market is a challenge faced by every enterprise. In order to achieve this, different methodologies are available for use by different companies. One such avenue, which is probably the most productive, is the motivation of employees. Motivation refers to the creation of a friendly environment and provision of conditions that challenge the workforce to be better at their job. This ensures that the productivity is maximum, and the set goals and objectives are achieved with ease. In this accord, the role of employee motivation in the modern management cannot be overemphasized.
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.
Consequently, when thinking about staff motivation a manager should take into consideration several aspects; first of all, a clear understanding of what staff motivation is and then value the its very important significance is very essential. After that, he/she has to have clear ideas how to make it beneficial for all the stakeholders by improving levels of efficiency and putting human resources into action thus leading to the achievement of organizational
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, and desires of the person and of his or her peers/co-workers. These elements are the reasons one has for carrying on a specific way. An illustration is an understudy that invests additional energy contemplating for a test since he or she needs a superior review in the class. The Inside and outside principles that animate want and vitality in individuals to be constantly intrigued and centered around their work, part or subject, or to try to achieve an objective.
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).
Motivation, as defined in class, is the energy and commitment a person is prepared to dedicate to a task. In most of organisations, motivation is one of the most troublesome problems. Motivation is about the intensity, direction and persistence of reaching a goal. During the class, we have learned a substantial theories of motivation and many theories of motivations are used in real business. Each theory seems to have different basic values. But, they all have been analysed for one reason, recognising what motivates and increases the performance of employees. Ident...
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?