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Effects of motivation on an organization
Motivation theories in the workplace
Motivation theories in the workplace
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Recommended: Effects of motivation on an organization
Employee motivation has always been a concern for leaders and managers. One of a manager’s main priorities has to be getting things done through their employees, and that’s where employee motivation comes in to play. Motivation is accurately described as the desire to do things. (What) Motivation is the difference between waking up before dawn to pound the pavement and being lazy around the house all day. Motivation is also what encourages an employee to go above and beyond the call of duty, whatever that may happen to be; an expressed benefit of the employer. It is a crucial element in setting and attaining goals for success.
Contrarily, unmotivated employees have no real purpose. These employees don’t care if they show up to work or not;
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As such, workplace motivation includes internal and external factors that stimulate the desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal. Employee motivation is an essential element in the success or failure of a company. Management is ultimately responsible for their staff, and are the first line of defense in inspiring productivity. Understanding the concept of motivation in the work place is a vital step for managers, and is not a new …show more content…
(Employer) Businesses may spend a large amount of funds establishing and continuing employee motivation techniques; however, in most cases, the cost of motivating an employee will outweigh the cost of hiring and training a new employee to replace one vacating a position due to dissatisfaction of a job. (Employer) Studies show that a 5% increase in employee retention can result in a 25 - 85% increase in productivity. (Employer) According to Blackhawk Engagement Solutions, disengaged employees can cost the economy over $300 billion per year. (23) The benefit of implementing an incentive program, according to this information, outweighs the
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.
People spend an extensive part of their lives at work, so it is not astonishing that they expect to be rewarded and fulfilled with the job that they do. Motivation is concerned with why people do things as well as what drives them to act in a particular way. Understanding what motivates an individual is important in a workplace. Motivated employees are happier at work. They get more satisfaction from their work, they are absent less frequently, and work with more enthusiasm. This encourages them to contribute more, hence increasing the productivity in the organization. Unmotivated workers will not be as contented with their position in the work environment as motivated workers. The job might not be as important for them which may lead to a poor performance, which will lead to less efficiency and hence to poor productivity.
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.
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.
Robbins and Judge define motivation by means of three elements. The first element is defined as being the process that account for an individual’s intensity which is concerned with how hard a person tries. The second element is direction that benefits the organization and the third element is persistence which is a measure of how long a person can maintain effort. Motivation is also driven by certain situations that vary between individuals and within individuals, at different times. (Robbins & Judge, 2007, p.186) These elements should not only be expected from employees but from managers as well.
Employees can motivate in different ways basic sources for the motivation is needs, interests, ideals, habits, and value all these factors influence the employees choosing their work and productivity. Commonly using motivating tools are reward system, financial benefit, job security, growth and promotion opportunities etc. second half of 20th century there many theories for the motivation origin classical approach mostly about the factors which motivate people .Maslow’s hierarchy of needs and Herzberg’s Motivation- Hygiene Theory .the current approach is which explains more detailed these are Vroom’s expectancy theory, McGregor’s X-Y Theory, Adams Equity
The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that’s easier said than done! Motivation practice and theory are difficult subject, touching on several disciplines.
Organization goes through a selection process before they decide to hire the best candidate for the job position. After the employee has been selected, it is also important for the organization to motivate their employees. Employee motivation is essential to the organization because it can help the organization achieve its success. In order for any organization to motivate their employees, the organization develops various motivation strategies. Motivation strategies may include rewards from employee incentives, prices or promotion.
Motivation is best defined as the needs, wants, and beliefs that drive an individual. It is the basis of what people work for and keeps them doing things they otherwise would never do. People act in a whole new manner when they are motivated by something. Motivation gives them a whole new perception of the task at hand. Motivation is not always positive though, and it does not always just come from one place, for example, your boss. Motivation can be negative by not receiving something, and contrary to popular belief it is not always money that motivates people to do what they do. People have different needs, wants, and desires and the finding what is most important to those individuals is the key to motivation. People and companies have used countless techniques and approaches to motivate others and employees, but what works for one person does not necessarily work for the other.
Motivation - is not only a category related to the internal state of a person. This is the most important factor, which directly determines the effectiveness of an employee at work. By increasing employee motivation, the team showing great progress and performance. Accordingly, the companies that employ such staff is more successful and profitable. A manager must properly and clearly understand what motivates its employees to work, that it should be used to create a favorable climate for the team. A manager must also be able to find an approach to the personality of each of its employees. Various motivational factors are an important tool for any manager who can effectively guide the work of staff in the performance of the tasks facing the organization. Manager to motivate their employees can apply a variety of factors motivating. So the delegation of authority from the head of his subordinate is a common type of motivation. The employee receiving the confidence of his superiors, feel recognition and its relevance, which gives him confidence and strength to effectively carry out the work. The growth of the corporate ladder, the remuneration for the work done, certificates, creating a favorable atmosphere in the workplace personnel providing extraordinary vacation to deal with personal problems to the employee are motivating factors that allow the manager wisely encourage their staff
According to Robbins & Judge (2009), motivation is the result of the interaction between an individual and a situation. Further, motivation is defined as the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal, more specifically, organizational goals in order to reflect our singular interest in work-related behavior (p. 175).
December 2009). Researchers from various organizations unequivocally agree that managers can use an employee’s intrinsic motivation to gain the maximum output from that employee as well as support the employee in achieving his personal career goals as stated by (George N. Root III 2016). According to (Thomas, K) managers should help their employees understand self-management process that involves four steps to increase intrinsic motivation. Those steps may perhaps be nominated as a sense of meaninglessness, of choice, of competence and as a sense of progress. One of the successful strategies that managers can take into consideration is to clearly define strategic visions and goals set by an organisation. Moreover, by providing a broad vision of a company, managers demonstrate a warm sense of meaningless for an employee that makes him feel like there is an opportunity for him to accomplish something of real value, something that matters in the big picture as said by (Thomas, K 2009). In addition, Managers should make employees feel like their job is a choice, not a requirement in order to encourage employees to demonstrate intrinsic willingness to perform better. Nevertheless, some organisations emphasize that managers can experience numerous issues in increasing intrinsic motivation. For instance, an intrinsically motivated employee will only be able to do the particular task depending on “interesting, challenging, and has personal meaning based on the satisfaction they receive from performing the activity itself” (Giancola, 2014, p. 25). Essentially managers would face issues with increasing an employee’s performance when an extremely vital task has been assigned to the employee that has no interest in undertaking the given task. Although In my mind,
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).
Motivation, as defined in class, is the energy and commitment a person is prepared to dedicate to a task. In most of organisations, motivation is one of the most troublesome problems. Motivation is about the intensity, direction and persistence of reaching a goal. During the class, we have learned a substantial theories of motivation and many theories of motivations are used in real business. Each theory seems to have different basic values. But, they all have been analysed for one reason, recognising what motivates and increases the performance of employees. Ident...