Motivation is a complex phenomenon which is influenced of individual, cultural, ethnic and historical factors. According to De Cenzo et al., (1996), people who are motivated use a greater effort to perform a job than those who are not motivated. Motivation can be defined as “a series of energizing forces that originate both with and beyond an individual’s self”. These forces determine the person’s behavior and therefore, influence his/her productivity (Jackson, 2005). In other words this means that all thinkable factors of physical or psychological aspects that we interact with, leads to a reaction within our self or of the entire organization.
Another definition for Motivation is “the willingness to do something, conditioned by the action’s ability to satisfy some need”. Although in a basic sense this definition iscorrect, it needs to be modified for organizational reasons, that is, the effort that employees make can be misguided. Therefore, it must be focused toward some organizational goals and at the same time must satisfy both organizational and individual needs (De Cenzo et al., 1996).
In order to be motivated, a person needs to have certain basic needs fulfilled. If these needs are lacking, a self steam of persons and self actualizationcan not develop. This could result in lack of interest to progress and develop, both professionally and personally. There are several theories of human needs which are the foundation of motivation (Latham and Ernst et al., 2008).
A survey result conducted by Kovach in 1946 indicates ten motivational factors that employees were asked to rank in term of personal preference.
The following resulted showed as follow:
1) Full appreciation of work done;
2) Feeling of being in on things;
3) Sympathet...
... middle of paper ...
...sregard of the old system, a suggestion scheme rewarding individuals for improvement ideas, which had been in place for many years in the company. The implication of having both reward systems in use was, among others, that employees withheld ideas when working in the team and instead provided their ideas through the suggestion scheme. In summary, the two systems used in the case company contradicted each other (Kerrin and Oliver, 2002). Thus, it becomes important to understand the whole organizational context when designing and implementing reward systems. Yang (2008) has investigated the individual performance and results of his study showed that we cannot verify individual performance. Even so, he also claimed that if employees’ performance is observable than organizations can use direct bonuses or relational contracts to motivate them based on their performance.
“Motivation is the will and desire that a person has to engage in a particular behaviour or perform a particular task” (Lawley & King, P269). In life motivation will be needed to enhance the workforce in various ways, many organisations will use motivation to increase the percentage yield of an individual or to make an individual feel a part of the business or organisation. Incentives have a huge influence on behaviourist & extrinsic approach. In addition other aspects; humanist theorist, intrinsic approach, Taylorism and Fordism have a part in perception of motivation.
There are many factors that can affect the overall success of a business. Yet, few are as important to understand and master as employee motivation. This is because a highly motivated workforce translates into increased productivity which helps ensure that the business reach its goals. Business owners who are smart make sure that a well thought out and tested motivation strategy is firmly embedded into the business model. Further, they are sure to consider how major decisions could affect their staff. In order to gain a better understanding of what drives the motivation of an employee, we must examine where motivation comes from both from a physical and psychological perspective, review the various theories of motivation, the importance
Motivation is the key determinant which guides an employee’s needs, wants, hopes and expectations. It can be subtly inferred by observing employees behavior and gauging whether he is motivated enough to fulfill the greater goals of the organization. There are various methods through which an organization can empower their employees and cause them to work in a beneficial way. A motivated employee proves to be a boon for the company as he turns out to be highly dependent, loyal and productive which is crucial for the overall growth of the company. He in turn is able to realize his true potential and be clear about his career path.
A number of motivational theories explain how rewards affect the behavior of individuals and teams. Performance related pay can have a motivational effect. Employees are motivated to increase prod...
Beck, R. C. (2004). Motivation: Theories and principles (5th ed.). Englewood Cliffs, NJ: Prentice Hall
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).
The purpose of this essay is to discuss the topic, motivation, by conducting a detailed literature review, interpreting the results from motivation self-assessment tests and analysing a motivation-related case study. This paper will be divided into three main sections and the first section will demonstrate the key concepts suggested by various researchers such as Ryan (1995) and Herzberg’s (1996) theory about motivation. Secondly, an analysis of outcomes from personal motivation surveys will indicate my work behaviour and they will be underpinned by the literature discussed in the first section. The third section will use needs, equity, expectancy and goal-setting to discuss the case study and this paper will conclude with implications for that case study.
Kovach KA (1987). What motivates employees? Workers and supervisors give different answers. Business Horizons, 30. 58-65. Print. 8 Feb. 2014.
al 1959) proposes in his Two-Factor theory a dual continuum around job satisfaction. He proposes that if certain ‘hygiene factors’ were present in a job, workers would be adequately satisfied. Once satisfied, workers could be motivated through the work itself by means of personal growth, achievement. Similar to Maslow (1943), this theory can provide managers with a basis to understand employees needs and motivators.
Motivation is the concept of stimulating or arousing a person to achieve a goal. Motivation has much to do with desire and ambition, and if they are absent, motivation is absent too (What is Motivation and How to Strengthen It, para. 1). Motivation theories are unique to each organization. Some organizations have come up with motivation theories such as setting work goals, job performance evaluations, and fair treatment policies within the work environment to keep employees motivated. The impact that individuals, groups and structures have on behavior within organizations is Organizational Behavior. Motivation is affected by organizational behaviors, which is why different organizations apply motivation theories to motivate employees.
When it is discovered that a worker can fulfill the requirements of their job, but are experiencing shortcomings in doing so, many times it is believed that worker motivation may be the root of the problem (Laird 95). What, though, is work motivation? According to Laird (2006), “motivation is a fundamental component of performance “ and “is the reason that someone chooses to do some things and chooses not to do others”. In other words, work motivation is what energizes workers to the level of output required to fulfill a task, directs their energy towards the objectives that they need to accomplish, and sustains that level of effort over a period of time (Steers et al., 2004). In essence, worker motivation is what gets the job done. Employee motivation has always been a central problem in the workplace, and, as an individual in a supervisory position, it becomes ones 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...
"Motivation is dependent on the fulfillment of fundamental, innate psychological needs for competence, relatedness, and autonomy" (Thijs, 2011).
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.
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.
The concept of motivation is not easy to be grasped, especially in terms of defining it because, it is not something touchable that people or researchers can give it an exact definition which covers all its aspects. All the definitions presented are different views of scholars and researchers who try as much as they can to offer an exact and clear definition and they still try to do that. Here in this chapter we are going to present some scholars views and opinions to know a little about that concept and what do they think it means;