Then there are intrinsic motivating factors such as the chance to exercise one’s skills, the opportunity to learn and personal development. Research suggests that various factors motivate employees in a different degree depending on their nature. It would therefore be important for the manager to understand that what are the motivating factors for individual employees and then provide them incentives accordingly so that they can work in a more productive fashion. Once the individuals work with greater excitement and vigour it would automatically lead to better performance.
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.
When one sets a goal, they should be motivated to achieve that goal due to either an intrinsic (comes from one self) or extrinsic rewards (comes from someone else). The goal setting theory states that goal setting is linked to task performance. The theory suggests that having specific and challenging goals lead to higher and better task performance. When setting goals, they should be clear and concise, realistic and challenging, attainable but far-reaching. When the participation in setting goals are shared, it makes the employee have a personal stake and more involvement which would lead to a higher motivation to reach the goal.
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.
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.'
Extrinsic motivation comes from outside forces that move the individual to perform the task for “reward, because of the threat of punishment or as a result of competition” (Bartel, 2016). Extrinsic motivation derives its influence from outside components, such as, compensation or retribution that works upon the individual to complete the assignment. Dr. Beckwith (2016) contends “Salary, working conditions, benefits, and environment” are tools that leaders can employ that to motivate employees for high performance within an organization. Furthermore, Dr. Bartel (2016), among his Strategies for Motivation, suggests, “Positive reinforcement, effective discipline, treating people fairly, and satisfying employees needs” are effective ways a leader can motivate his employees to excel in the workplace. The strength of extrinsic motivation is that it creates an atmosphere for individuals to achieve set goals.
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.
Rewards can be considered as recognition for services rendered, special efforts given or achievements attained. When these rewards are given, they usually act as motivating factors that propels the recipient to continue on the path of excellence. Draft and Marcic 2007 asserts that the motivation is the force within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action. As such, it can be theorized that rewards can arouse the desire within an individual, especially an employee to improve their performance on the job. Certo and Certo 2012 asserts that there are two types of rewards, namely, intrinsic reward which comes directly from performing the task and extrinsic reward which is extraneous
In addition, it is the process of stimulating people to action and to achieve desired goals. Employ effective motivation is a way of stimulation people, which makes workers more satisfied with and loyal to their job. Money is not the only things motivate the workers, and employees. There are extra incentives, which can similarly serve as motivators. There are two basic theories of motivation on the study of organisational behaviour; content theories and process theories.
In particular, the motivation portion of emotional intelligence is seen in this tenet. Through the determination that a leader displays, his or her subordinates will become motivated to accomplish the goal. This motivation is defined as having a passion to work for reasons that go beyond money or status (Goleman 103). A way to possibly enhance the motivation you may have is through the bases of power. Within the determination to achieve a goal, a leader can be informational and influential through rational persuasion.