What is the reason behind certain behavior of an individual? What initiates an individual to do something either that is good or bad? How do people succeed in reaching goal? These questions certainly deal with motivation as motivation provides base for a person’s action, desires and needs. Motivation encourages us to move towards certain goals that may be due to rewards, incentives, and or driving forces.
Motivation can be described as a psychological process that causes the excitement, direction and persistence of intended actions that are goal directed (Mitchell, 1982). In other words motivation is the force within an individual that begins, directs and keeps goal oriented behaviours. Morgan (1961) describes the following words as synonyms of motivation and these include wants, strivings, desires, needs, motives, goals, aspiration, drive and aims. Motivation is the wish that helps an individual to do certain things based on the desires and needs. If an individual wants to meet these goals and needs, in that case it requires the person to motivate him or herself in order to make certain moves.
Organizational performance on the other hand refers to the degree to which the organizational objectives have been achieved. Research has shown that motivation in an employee is an important factor which determines his performance. Motivation is the “driving force within individuals” (Mullins, 2007, p. 285). It is the concerned with finding out the reasons which shape and direct the behaviour of the individuals. The people act to achieve something so that they can satisfy some needs (Gitman and Daniel, 2008).
There are 2 types of rewards, intrinsic and extrinsic. Intrinsic rewards are valued benefits that come from the individual such as feelings of satisfaction, achievement and competence. (Boddy 2010, page 471) This is through internal motivation; the sense of satisfaction we experience drives us to do the job well, for example, if we thrive to learn new things, we may feel highly motivated through development and skill utilisation. Completing these tasks can provide us with inner satisfaction and can be a motivating factor. Extrinsic rewards are 'those that are separated by the task, such as pay, security and promotion.'
These factors include responsibility and autonomy. The second theory of motivation originally identified by Herzberg is extrinsic motivation which suggests people are motivated to perform efficiently by a cause of rewards such as pay, promotion, praise and punishment. Extrinsic motivation is immediate and has a powerful effect because this gives individuals the incentive to perform. The person has a sense of value and belonging and this will tend to put the person in a positive and optimistic attitude. Their behaviour may change causing the individual to less likely dwell on pass negatives and less likely opt towards performing
I also There are two types of rewards including intrinsic rewards and extrinsic rewards. The intrinsic rewards involve the internal satisfaction of the individuals after performing well in the tasks or objectives. The extrinsic rewards include bonuses, promotion etc. I also learnt about the different theories presented on the needs. The first theory is hierarchy of needs.
According to Robbins and Judge (2007), they defined motivation as a process that describes the intensity, direction and persistence of effort to achieve a goal. In conjunction with the work environment, Ernest L. McCormick (Mangkunagara, 2002, P94) suggests that work motivation is defined as a condition that affects stimulate, direct and maintain behaviours associated with the work environment. The fact is when employees work they brought the desire, needs, past experiences that make the hope for their work expectations. With motivation, especially motivation to make an achievement will encourage someone to develop the knowledge and ability to achieve better performance. Usually someone who has a strong motivation will have responsibility for generate better performance.
This form of reward is in the form of VIP access, giving the employees power, promotions, or offering trips or getaways. These types of rewards give the employers something to look forward to, it also gives them a new exciting opportunity. Privileges and rewarding events fall into the esteem need of Maslow’s Hierarchy of Needs. This form of reward also falls into the Herzberg’s Two-Factor Theory, relating to motivators. The reward acts as a motivator where it gives people reinforcement for a job well done and interesting work or responsibility.
Process Theories examine the way people go about selecting rewards with which to meet needs. The application of motivation ideas is illustrated in job design and other motivational programs. Managers can change the structure of work to meet employee’s high-level needs. In all of these, the person’s perception is central. How they are meaning to the results of their work is the key to explaining their motivation.
Their motivated people will work in better performance so that they bring you good product quality, and customer satisfaction as your further profit or reputation. Secondly, A motivator could be a reward, a situation, or a person, but no matter what it is, it has to contain three beliefs; Expectancy, Instrumentality, and Valence. This calls Expectancy theory. When people believe that they can achieve that goal and are capa... ... middle of paper ... ... as understanding their requirement to the work, I will offer that help each career achievement. To give them opportunities that enjoyable or will be able to construct the skills they want will gain loyalty or motivation.