The task or project may be very simple or vastly complex and technically challenging. Where, a manager must find ways to motivate the people working on the task. In order to understand how to motivate the people, a manager must also understand the difference between the management and the leadership. An understanding of the motivation methods, including the traditional theories from the early to mid 21st century to more modern theories of motivation, is ... ... middle of paper ... ...erybody's need, thus making the job for the manager harder to comply with his entire employee. Motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction and employee extension.
This enhances the fact that the leaders need to upgrade themselves as per the requirements of the organizations. As the business environment in the present time is much volatile in context, the leaders may have to face difficult situations at many times. This will lead to the betterment of their skill improvements. The self-awareness is one of the most important but least focused competencies for leadership (Thorn, 2012). Self-awareness is the process by which the leaders learn in what conditions they are good at managing and which things they have to still learn.
Motivation is defined as, “the reason for the action; that which gives purpose and direction to behavior.” Motivation is key in personal life as well as the career world. Motivation in the work place is highly dependent on employers being able to understand the needs and wants of their employees. When employers can understand and satisfy an employee’s needs, the employee is more inclined to perform well in his position. “The ranked order of motivating factors were: (a) interesting work, (b) good wages, (c) full appreciation of work done, (d) job security, (e) good working conditions, (f) promotions and growth in the organization, (g) feeling of being in on things, (h) personal loyalty to employees, (i) tactful discipline, and (j) sympathetic help with personal problems.” (Accel-Team) In order to achieve all or some of these key motivating factors in the work place, an employee generally will want interesting work, good wages, and recognition from superiors and peers. Interesting work is most important to employees.
Motivation is critical in human skills because when work is challenging and interesting, employees tend to get more done and have more satisfaction with their work. Human skills are one of the most critical parts to being a manager. A good manager has emotional intelligence and understands their employees, communicates with their employees, does not let them bottle up their feelings, supports and is sensitive to their employees’ feelings, and motivates their employees to their highest potential. Human skills are important because high pay alone is unlikely to create a satisfying work environment. Managers need to encourage open emotions and motivation to help their employees work with complete satisfaction and high
It is foremost responsibility of HR department to understand the significance of job design because improved job design will lead to employee’s satisfaction and will result in better performance. The aim of con... ... middle of paper ... ...four dimensions (variety, autonomy, task identity and feedback). Another intent of this theory is to reduce stress, reducing training time and increase in number of employees who can perform up to mark with little or no training. Socio-technical theory identify the interaction between people and technology in work place. Job design should include organizing people and their job contents.
Managing Employee Retention and Turnover Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment.
He began to shift his style from Telling to Participating. In Participating, the situational leader gives more responsibility to the employees. The leader provides direction but the decisions ultimately lie with the followers. The role of leader is to provide feedback and increase the confidence of the employees for the task completed. This type of leaderships style would allow the followers to be more involved and hence act as an incentive for them to work hard for the company because their decisions matter.
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. majority of employees need motivation to feel good about their jobs and perform optimally. Some employees are money oriented while others find acknowledgment and accolades personally motivating. Motivation levels within the workplace have a point-blank impact on employee effciency.
MOTIVATING YOUR EMPLOYEES Every human being needs motivation now and then. Incentives and recognition programs can support you in helping your employees become happier and more productive at work. As a leader, one of the main things to think about is how to recognize an employee for a performance that has exceeded expectations, objectives and goals. Therefore, I would like to introduce you in this paper to some ideas that hopefully would promote this method as one of the main priorities in today's and tomorrow's workplace. People want to do more than work as machines; they want to be productive as well as being recognized by others.
Leaders in contemporary times tend to be more selfish in that they want to feel as if they are solely the key position in an organization. By doing so they do not create leaders around themselves causing organizations to have dips in their performance overtime. The solution to keeping an organization results constantly improving is a concept known as transformational leadership. This structure allows for higher up leaders to interact meaningfully with subordinates, as well as more middle-management power, and it allows companies to become responsive to the ever changing market. Contemporary organizations depend on the proper leadership structure to continue a constant improvement in their products or services.