Motivation in the workplace is a crucial subject in the business world, since it is the force which drives the entire organization. One of the biggest questions which is constantly being asked by the majority of the managers is, how to motivate an employee and to set a productive environment within an organization. Employee motivation is derived from two foundations, intrinsic and extrinsic factors, which both govern personal behavior as well as performance. The ability to drive employees with components on the job that ties into their personal desires is applied through appropriate organization implementation. Theorists have formulated many methods to gain employee acceptance and effort towards attaining organizational goals, as well as personal Success though isn’t guaranteed, its earned through performance. Internal performance is a direct result of employee competency, which is largely supported by how motivated employees are. The correlation between performance and employee motivation has brought forth the creation of many applicable methods which generate motivation when it is absent or dampened. The familiar thought when thinking of motivational factors for a profession is often times money, or rate of pay. Individuals who are inclined to follow a set guideline and perform a job set based on how highly they are paid classify as extrinsically motivated. Those who aren’t driven by finances and have an internal self-rewarding motivation are labeled as intrinsic. It is up to management to motivate all employees, by taking into consideration the diverse perspectives. Robbins compares, “Under Theory X, managers believe employees inherently dislike work and must therefore be directed or even coerced into performing it. Under Theory Y, in contrast, managers assume employees can view work as being as natural as rest or play, and therefore the average person can learn to accept, and even seek, responsibility” (Robbins, 2014, p. 186). The many layers of an organization will consist of both theory x and theory y individuals. In my views, the utilization of the participative management, representative participation and the variable-pay program will motivate any respective stance employee. Each method of motivation encompasses both intrinsic and extrinsic factors, thus no method is
Intrinsic and extrinsic types of motivation have been widely studied and the understanding of each has led to great changes in how organizations run their businesses. It is clear that hourly employees have many great extrinsic motivators but lack intrinsic motivation in their job assignments which is a characteristic of our work culture. Changing the culture is one of the keys to improving motivation at that level of the organization because the best motivation occurs when employees perform because they want to and not because they are being made to do so.
In today’s world the organization are made of teams to accomplish the organizational goals for that the certain task has been given to them but to complete those task the employees must be motivated to achieve the desired results from them, in contrast the management should make some methods from which the employees can be motivated and the end result is that the organization Goals or targets achieved. This essay will revolve around the motivation & three motivational theories and how the managers of the organization implement these theories by looking at the needs and expectations of the employees. Reference will be made throughout the essay to a case study of BEST BUY sales man (Michael V. Copeland, 2004).
Employee satisfaction is defined as the extent to which people like (satisfied) or dislike (dissatisfied) their jobs according to Spencer (as cited by Boyad, Lyndon, and Malekar, 2012). This definition suggests that employee satisfaction is a general reaction that individuals hold about their job. In addition, Price (as cited by Appiah, 2016) defined employee satisfaction as a measure of emotions an individual has toward the organization. Thus, Aziri (as cited by Appiah, 2016) inferred that employees are more productive and more stable and display a positive perspective of the objectives of the organization when they are satisfied.
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
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. “There is only one way…to get anybody to do anything. And that is by making the other person want to do it” Dale Carnegie.
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. However, it is the owner who must introduce motivation as a way to attain the businesses goals. It is key 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 into the work place. “There is only one way…to get anybody to do anything. And that is by making the other person want to do it” Dale Carnegie.
Employee Motivation also known as employee engagement is one of the fastest growing business topics these days around the globe. There are millions of dollars of revenue and countless man hours lost each year due low or no motivation of the workforce. Motivation is defined within the text as “the forces within a person that affect the direction, intensity, and persistence of voluntary behavior” (McShane & Von Glinow, 2014, p. 124). Employee performance and determination are led by their motivation towards completing the task assigned. Keeping employees motivated not only saves the company time, but money as well. The average company loses approximately $1 million with every 10 managerial and professional employees who leave the organization
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).
Employee performance defines the individual performance and behavior. It is essential to understand that performance is not merely a tasks and work need to be done to receive bonus or pay increase. Main objective is to enhance the skills set of an individual while helping the business performance (Baker, 1999).
In any organization, the desire to earn a salary will automatically push employees to show up for work (Barry et al., 2016). However, the theory of organizational behavior asserts that employees need to be motivated in order to perform to the best of their knowledge and ability. It is highly likely that employees today will be motivated in the event that they are able to see a clear link between the effort they put forth and the reward that the employee will receive afterwards. Such rewards must be seen as fair, and above all equitable. This is the only sure way to ensure that employees are inspired to work diligently. In order to achieve this goal, managers within the organization can motivate employees by setting realistic, achievable goals and measuring attainment. Achievement of these particular goals, can be set between the manager and employee. Once the goal is achieved, they employee should be appropriately awarded. This can be done either through recognition from the manager or financially. In this way, employees are motivated and efficient.
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.
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 process that accounts for an individual's intensity, direction and persistence of effort toward attaining a goal
Motivation is the “processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.” (Robbins & Judge, 2009, p.175) The intensity of an individual’s motivation is the measure of how hard an individual tries at their job. An employee’s motivation should be directed toward the organization’s goals. The persistence of motivation is measured by how long the employee can maintain effort in order to achieve a set goal. All three of these elements are important in motivation within an individual. Furthermore, it is critical for all individuals within an organization to remain motivated within their jobs to accomplish the tasks required of them.
To excel in the workplace, the expectations of an employee include more than what they do physically. They also include the mental and social aspects, particularly if that employee is expected to work with a diverse set of individuals to complete certain tasks. After all, all types of people seek out employment and discrimination in the workplace is unacceptable since all people deserve a chance to work for a living. Each individual has the responsibility to not only be able to work with others, but to make working with each other a pleasant experience so as to make teamwork and communication easier.With all parts of a company working smoothly, the success of the overall company is assured.