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.
What is the reason behind certain behavior of an individual? What initiates an individual to do something either that is good or bad? How do people succeed in reaching goal? These questions certainly deal with motivation as motivation provides base for a person’s action, desires and needs. Motivation encourages us to move towards certain goals that may be due to rewards, incentives, and or driving forces.
If an individual wants to meet these goals and needs, in that case it requires the person to motivate him or herself in order to make certain moves. Morgan (1961) illustrates that motivation is a behaviour instigated by needs within the individual and directed toward goals that can satisfy the needs. Motivation is the determined power which will assist the employee to work up to their efficient level. It is commonly expected that good motivated employees will work better than that of other employees. As indicated by Ber- elson and Steiner (1991) motivation is the procedure of motivating the workforce to actions in order to achieve the organisation goals.
Levels of motivation integrated with the impact it can have on an individuals and team performance in the work place. Introduction Motivation is regarded as an impulse that benefits an individual’s performance in the workplace. Requiring an elevating the mind frame constantly can devour a negative effect, therefore, injecting motivational techniques and strategies can flourish an individual’s performance which can benefit the team’s enactment overall “Motivation is not a simple concept; instead motivation pertains to various drives, desires, needs, wishes and other forces.” Uzonna, U. (2013). In this report I will discuss and evaluate how motivation has numerous levels that can impact an individual and the team.
To give them opportunities that enjoyable or will be able to construct the skills they want will gain loyalty or motivation. Moreover, as workers accomplish the work, they might feel the importance of themselves. That also motivates them. • Conclusion In conclusion, you have to consider several aspects to motivate employee. As follows, according to the textbook, the Expectancy theory, and the bucket analogy.
According to Robbins and Judge (2007), they defined motivation as a process that describes the intensity, direction and persistence of effort to achieve a goal. In conjunction with the work environment, Ernest L. McCormick (Mangkunagara, 2002, P94) suggests that work motivation is defined as a condition that affects stimulate, direct and maintain behaviours associated with the work environment. The fact is when employees work they brought the desire, needs, past experiences that make the hope for their work expectations. With motivation, especially motivation to make an achievement will encourage someone to develop the knowledge and ability to achieve better performance. Usually someone who has a strong motivation will have responsibility for generate better performance.
Extrinsic motivation comes from outside forces that move the individual to perform the task for “reward, because of the threat of punishment or as a result of competition” (Bartel, 2016). Extrinsic motivation derives its influence from outside components, such as, compensation or retribution that works upon the individual to complete the assignment. Dr. Beckwith (2016) contends “Salary, working conditions, benefits, and environment” are tools that leaders can employ that to motivate employees for high performance within an organization. Furthermore, Dr. Bartel (2016), among his Strategies for Motivation, suggests, “Positive reinforcement, effective discipline, treating people fairly, and satisfying employees needs” are effective ways a leader can motivate his employees to excel in the workplace. The strength of extrinsic motivation is that it creates an atmosphere for individuals to achieve set goals.
Motivation is defined as “the desire to achieve a goal or a certain performance level” (Bauer & Erdogen, 2009, p.97). Motivation theories are useful tools that organizations can use to energize employees and foster a stimulating work environment. These theories are categorized as either content or process theories. Today, Bauer and Erdogen (2009) state that many organizations have applied motivation theories ,such as the goal setting theory and reinforcement theory, in order to modify their employees’ behavior in the workplace through goals and reward systems. According to the reinforcement theory, behavior that is rewarded is often repeated.
It can be termed as how a person behaves, or how can a person improve his behavior. We can also say that motive is what influences a person to behave in a certain way. Motivation helps in achieving success. If your employees are motivated then automatically organizational goals will be accomplished. Every organization needs to keep its employees motivated and give best of their abilities.
The Content theories are based on the basic need and drives. The other theories focus on the process by which people are motivated (Auth, 1999). Content Theories Content theories of motivation focus on this question: What causes behavior to occur and stop? The answers usually center on (1) the needs, motives or desires that drive pressure and forces employees to action and (2)employees' relationships to the incentive that lead, induce, pull and per... ... middle of paper ... ...es Accel Team. (1999) Team Productivity Improving Resources.