Motivation Techniques for Businesses to Motivate the Work Force
Introduction
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For this assignment I am going to look at different motivational
techniques that businesses use in order to motivate their work force,
I will then decide on which I feel to be the most effective and why it
is so effective.
Hypothesis
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All businesses want a motivated workforce, and expend a lot of time
and money in order to attempt to achieve this, what these people need
to look at is the common goals that there employees hold, for example:
Self-esteem: needs for self -respect and self-confidence, for
autonomy, for achievement, for competence, for knowledge.
Status: needs for recognition, for appreciation, for the deserved
respect of others.
These needs tend to be at the top of most employees priority list,
once these are fulfilled the employee will be happy and therefore
motivated, e.g. if a worker is appreciated and competent in their job,
they tend to be happier and therefore more highly motivated, but if
they do not fully understand their job, and do not feel appreciated
for what they do, they tend to feel unhappy and under perform.
It is only recently that employers have learnt to be more like coaches
then law enforcement officers in the workplace, they have discovered
that it is far more effective to praise an employee rather than punish
them, and give them constructive criticism rather than shout at them
Another factor that strongly affects employees' motivation is
security, if an employee feels secure in their job, i.e. have a
permanent position there than they will be a lot happier and therefore
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...y would much rather be payed a reasonable salary in
a job they enjoy instead of a high salary in one that they don't. The
perfect worker in my view is somebody who enjoys what they do, and
therefore does it well.
Evaluation
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I have come to the conclusion that happiness is the key to the perfect
workforce because as they say 'a happy worker is a good worker.' I
also feel that we have only scratched the surface of motivation in the
workplace, it is only now that people have realised due to being
open-minded just how huge a part psychology has to play in the
effectiveness of a workforce, and there are still bosses that believe
that discipline is the way to go rather than encouragement, so if
these people could open their minds I think that the world of work
would be better for employees everywhere.
over hope to attain jobs such as these in order to make money and provide for themselves
Motivation in the workplace can be inspired on the team level or individual level. Both of these levels can be determined through the primary factors, intrinsic or extrinsic motivation.
In conclusion, both options are equally important, and there are many pros and cons to each one.
shifts which allow them to take care of their family, or enroll in additional college courses or
These people are conditioned to be happy all day everyday. They love their jobs, they can have sex with anyone they desire, they have entertainments to amuse them, they never want what they can’t have and they don’t have any or many responsibilities. They do not go through any troublesome times, or periods where they can’t feel they can cope with the workload, or emotional problems. They do not spend their younger years looking for their dream jobs for they are conditioned so well that they love the job they are given and feel satisfied with it. They do not experience depression, sadness, or emotional and moral confusion.
They are having a job helps the people get work experience and money and the article ends by saying that there are
There are people out there in the workforce that believe they are obligated to do their best at their job simply because that is what is expected from all of us as humans. On the other hand, there are those out there that want to only do as much as they can get away with doing. No matter which one of these employees you are or are working with companies and employer's need to understand the concept of motivation.
...r occupations where one can dress stylist and dine at fine restaurants and climb the corporate ladder, there could not be a more honorable and satisfying career that a person could give to their community and their society.
Analyzing career theory is an important task, not only as an individual but also on a large scale. If everyone has the career they are best at and enjoy above all others, the world would be a much happier place. Imagine a world where each individual viewed work as not something they have to do, but as something they want to do. Productivity would increase at all levels. Charitable foundations and businesses would be abundant. Whereas this ideal may not be fathomable at this point, if each person used this information, it would be only a matter of time before we are moving in that harmonious direction.
Dave Armstrong is about to graduate from Harvard Business School and is facing three career options. The decision problem that Armstrong should be considering is not which of these three jobs should he take, but rather what job will satiate his career goals. By asking this, Armstrong can gain a complete perspective of his options instead of being confined to three career options that may not be in his best interests. His objectives are not clearly outlined in the case; however, we can infer from the manner in which he is describing the jobs that he would like to have ownership in a company, enjoys thrilling non-office jobs, and wants to grow his network. Also, he has to take into consideration his wife’s objectives for him of having a job
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.
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...
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.
Many people are in jobs that are not satisfying because the job market lacks creativity and vision, also people are scared to branch out without being bombarded with risks.
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.