The level of competition in the corporate world has prompted firms to embrace motivation strategies to encourage their employees with an aim of ensuring that quality services are offered to consumers. To attain this, firms have been prompted to initiate mechanisms that make their workplace desirable so that employees may be motivated to work efficiently and apply their skills optimally. Unlike past days when most firms regarded employees as just part of the inputs required in the production process of goods and services, it is now apparent that they are valued as the human capital without which an organization cannot attain its goals. There are a number of theories that have been used to explain the need for employee recognition and engagement, for instance: equity theory, two factor theory, expectancy valence theory and need hierarchy theory. Motivation of employees should be the primary focus for managers by offering: equity, support to employee aspirations and goals, good remuneration, and skill enhancement through continuous training.
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.
The first factor that is playing an influential role in Dick Spencer’s decision making is that there isn’t any managerial support with any decisions made. Having managerial support is important to a successful business. Without having managerial support, this gives the employees no type of direction on what to do or what they can do. There is a study (e.g., Rooney, J., & Gottlieb, B. 2009) that has shown that there are employees that are more likely to prefer and benefit from a management style that encourages employee for their participation within the company and support their ideas over having to keep their ideas to themselves.
If one were too look at attraction, retention and development of employees across the categories of extrinsic vs. intrinsic motivation, it would be apparent that extrinsic motivation is said to be dominant only for the attraction piece. The lure of some type of external compensation is always appealing to bring people in, however, it is not enough to make them stay, or commit to reaching for more in an organization. Due to this, successful managers understand that if they are to motivate employees, they have to do so through intrinsic methods. The goals and work of the organization have to be set up in such a way that the extrinsic is always a second thought to the intrinsic benefits of working there.
You need to be able to motivate employees if you wish to succeed as a manager. There are many myths as to what motivates employees. Be wary of these myths and focus on the many proven factors which motivate employees such as an enthusiastic manager, responsibilities and buy in, and rewards and incentives.
dedicated employees who do not mind putting in extra effort for additional work when required. The most important factor affecting work culture is the relationship with the immediate boss. No doubt rewards and incentives are important but a responsible manager realizes that many other factors also account for employee motivation such as job satisfaction, work environment including safety features, career support and opportunities for career growth, faith in company management and senior leadership, equitable pay package, peer relationship, suitability of the job as per the person’s skills and experience, etc. A responsible manager has to look beyond self-interest as a source of motivation so as to engage and retain employees while maintaining a good image of the company for all stakeholders and the business community. The manager also sets an example for the employees to follow.
Each one of us is very different in how we react and respond to certain behaviors and actions. There is not necessarily one right or wrong answer in which type of culture will work best for an organization it truly depends on the individual who has to work within the business. A person who wants executives to control every function of how a business operates would not be well suited in an organization that strives more on the relationship culture within the organization. After... ... middle of paper ... ...ccessful business. When an employer values their employees and opening expresses this with some type of reward the employees will strive every day to make each and every customer feel appreciated and important.
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.
The conclusion of each employee satisfaction really want to achieve the goals and objectives designed to realize the dream alive. Therefore, to ensure success in achieving these goals, the motivation and organization is very important to be able to strengthen themselves and the organization. If consciousness is associated with lack of motivation, then there will be a slowdown in productivity generate self- organization and productivity. However we will not be able to avoid some of the problems that arise. However, we must first identify the problem and try to solve it as motivation in self- awareness based on the experiences encountered in the organization.
First area that I would like to suggest is “Employee Voice”, because nowadays, where flexibility, creativity and innovation are key issues for company, the communication throughout the whole organization have become more essential (Buyens , and Vos, 2001). Moreover, the relationship between employer and employees of the company is weak because they lack of two way communication. Employee voice is the method that employers communicating as well as receiving and listening to communication from employee. Employee comments and feedback intended to develop organizational functioning are important to performance, it may provide effectiveness operation to the company if the top managers also no know the information from the bottom (Morrison & Milliken, 2000). Understanding employees via employee voice can help managers detect work-related problems, opportunities, and solutions, thus they can facilitate organization innovation and ready to respond unexpected circumstances (Tangirala, and Ramanujam, 2008).