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Motivation and their implication
Key term in motivation
Key term in motivation
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Properly motivating employees is crucial to the success of any business. When an organization has a motivated workforce, the staff will yield higher productivity which leads to an increased likelihood that a business will achieve its organizational goals and objectives. Motivating employees can be especially challenging for an organization, as employees are motivated by different incentives. Organizations must create incentives, both monetary and non-monetary, that will not only create employee satisfaction, but it must also create a level of performance that will create an increasing and sustainable growth.
During a time when you felt unmotivated or unsatisfied at work, why did you feel that way? During that time did your compensation
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Studies have shown that satisfied employees help to produce satisfied customers. While it is extremely rewarding to have a customer that has experienced the highest level of fulfillment with the service that I have provided, that is not what gives me satisfaction. My contentment stems from the security that my organization has provided to me as an employee. Awards and merits express a sense of appreciation validated by a comparable compensation package. This level of security provides me with the comfort of knowing that I will be able to provide a good quality of life for my family.
As you have moved up at your job or up the corporate ladder how has your motivation at work changed? Has money become more or less of a motivator, and why? Has recognition or accomplishment played an increasing role in you motivation as your job has increased in significance?
Money and pride are two different motivators for employees moving up the corporate ladder. When pride is present, it becomes a strong motivator that can be a larger motivator than monetary means, and organizations should not rely only on monetary means. Organizations should base motivation on the emotions of the employees, such as pride. Pride builds job satisfaction and higher
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There have been many instances where I have been motivated both positively and negatively coworkers throughout the years in the work force. However; I have been amazed with the ability of a training mentor. He does a great job at in motivating the team that he works with. We work in a very competitive, commodity driven, and diminished customer loyalty industry. Many customers use spreadsheet pricing between vendors to compile their orders weekly. This drives profit margins down and leaves the salesmen from each company scraping to earn their piece of the business. The eliminating factor for the competitive salespeople is their ability to rise above the constant rejection, heartbreak in the industry.
My organization has recently changed their training program. It used to be a ten week classroom process. Most of this time was spent in a classroom setting and the rest alongside a mentor. My mentor was very professional and showed me the way even after training was over. His success gave me the motivation to strive to achieve sales goals. I am now a mentor for new hires and I hope they feel as motivated about their job as I still do today.
Job satisfaction is an important issue to address within a work force because it ensures that the employees’ care and value is considered. If the company puts effort into making their employees happy with their work, then this will produce positive outcomes. This includes having more people wanting to work for the company, the employees will want to stay longer, increased productivity and the company will gain an exceptional reputation. When employee satisfaction is not addressed, the ...
motivation to work hard and to not quit the job and move on to the
Spector, P. (1997). Job satisfaction: Application, Assessment, Cause and Consequences. 1st ed. Thousand Oaks, Calif.: Sage Publications.
Training and development is essential to employee’s retention, loyalty and overall satisfaction. When employees feel there is opportunity within a company and diversity leading the way employees pride and productivity is enhanced.
The link between employee motivation and the rewards they receive from their employers are vital to maintaining a loyal, reliable and steady workforce. The two categories of rewards, also referred to as motivators, are intrinsic and extrinsic. “The primary difference between the two types of motivators are extrinsic factors arise from outside the body of the employee, where as intrinsic elements arise from within the employee.” (Cherry, About.com) Extrinsic motivators for example would consist of working to earn money, job security, and rewards like extra time off, earned vacation days, a pay raise etc. Intrinsic motivators involve the personal motivating factors within an employee that keep them satisfied while
Latham, G. P. (2007). Work motivation: History, theory, research, and practice. Thousand Oaks: Sage Publications.
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. Workers who are driven and excited about their jobs carry out their obligations/duties to the best of their capacity and generation numbers increment therefore. An impetus is an inspiring impact that is intended to drive
In daily life, we need motivation to improve our performance in our job or in studies. Motivation is an internal force, dependent on the needs that drive a person to achieve. In the other words, motivation is a consequence of expectations of the future while satisfaction is a consequence of past events (Carr, 2005). We need to give reward to our self when we did correctly or we has achieve our target. Reward is something that we are given because we have behaved well, worked hard, or provided a service to the community. Theories of motivation can be used to explain the behavior and attitude of employees (Rowley, 1996; Weaver, 1998). The theories include content theories, based on assumptions that people have individual needs, which motivate their action. Meanwhile according to Robbins (2001), motivation is a needs-satisfying process, which means that when a person's needs are satisfied by certain factors, the person will exert superior effort toward attaining organizational goals. Schulze and Steyn (2003) affirmed that in order to understand people’s behavior at work, managers or supervisors must be aware of the concept of needs or motives which will help “move” their employees to act.Theories such as Maslow (1954), McClelland (1961), Herzberg (1966) and Alderfer (1969) are renowned for their works in this field. The intrinsic reward or also be known as motivators factors is the part of Herzberg motivation theory. Motivators are involve factors built into the job or the studies itself such as achievement, recognition, responsibility and advancement. Hygiene factors are extrinsic to the job such as interpersonal relationship, salary, supervision and company policy (Herzberg, 1966. There have two factors that are called hygiene fac...
Pardee, R. L. (1990). Motivation Theories of Maslow, Herzberg, McGregor & McClelland. A Literature Review of Selected Theories Dealing with Job Satisfaction and Motivation.
Motivation is the process of getting someone to act on a particular situation. According to (Adelhardt, S, K. 2015, December 2) lack of motivation in the workplace is the most problematic subject for all managers, because it leads to decreasing productivity, performance and yet it increases the chances of employee resignation. Many employers suppose that managers these days are struggling to motivate their employees due to lack of significantly vital experience as well as knowledge in the employee engagement developing process. One of the successful strategies that managers can use to increase employee inspiration is by offering an attractive remuneration and benefits to their employees. Remuneration and benefits such as an extrinsic bonus
An important part of the retention of staff, reducing staff turnover and minimising absenteeism at work is ensuring that staff are properly motivated. This is not as easy as it sounds. At first glance, you might be tempted to think that merely increasing wages is the way to motivate! Not so. Most thinkers on the subject would argue that motivation is a far more complex issue than merely 'money'.
Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg. 58-59).
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).
Job satisfaction is a person’s emotional reaction to aspects of works such as pay, supervision, colleagues, working condition, job security, company policies and support, benefits, promotion and advancement or to the work itself (French, 1990). In other words, job satisfaction is an individual’s emotional reaction to a specific job. Falkenburg and Schyns (2007) indicate that job satisfaction can be studied from different approaches. Job satisfaction can be seen as a result of different behaviours or as a cause of behaviour. Moreover, it can be seen as an overall feeling or involving of some aspects of the job and the work situation together contribute to the feeling of satisfaction or dissatisfaction with work (Johansson, 2010).
Motivation is really important tool in a learning environment. Also motivation effects student learning and their behavior as well. It directs behavior towards particular targets. Also it effect the decision which students takes. In motivation mainly we have two types which is intrinsically and extrinsically being motivated. For example: when a student is intrinsically motivated they just do it for themselves not because of the reward that they will get back. It’s just because they have their own interest and they enjoy doing that. On the other side, when a student is extrinsically motivated they just do it for the reward that they will get. That’s why in learning process it’s important that each student should