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Setting and achieving goals
Motivation and organizational behavior ayame
Motivation and goal setting
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Motivation is always something that can help an organization. When running a department in an organization it is imperative that the manager knows how to motivate their employees. They must understand what motivation means, the different types of motivation, and how to apply those methods of motivation. The key factor in motivation is how you perceive the work you must do. Motivation can and does help organizations grow more every day. For one to actually motivate another they must truly inspire that person.
One must understand what motivation truly means. Motivation means that one possesses the incentive or inspiration to help others within their families, friends, work, and more. If they put their mind to it than it can be done. Motivation means having the will to move forward and progress throughout work performance. If a person is motivated then they can help to motivate others. This is especially true in any organization big or small. They must also understand how to lead and implement motivation techniques.
Today, I learned that my department must be downsized. This means that I have to motivate myself and my employees so that way we can keep this organization flowing smoothly and progressing for many years to come. I have been thinking about the different types of motivational methods and I have narrowed it down to three methods I would like to apply to help keep my employees inspired. The three ways and means I chose are motivation based on process, motivation through external forces, and motivation through job design. I feel these three will be most helpful in motivating my employees.
With motivation based on process it deals with the goal setting, equity, and expectancy. When managers and employees come together...
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...ired as individuals and as an organization is to lead your life with gratitude” (Mullen, 2003, para. 9). Motivation within the organization and the departments that it consist of, are excellent for bringing managers and employees together, and making the industry better than it has been no matter what challenges lie ahead.
Works Cited
Latham, G. P. (2002). Building a Practically Useful Theory of Goal Setting and Task
Motivation: A 35-Year Odyssey. Retrieved from
http://faculty.washington.edu/janegf/goalsetting.html
Lombardi, D. J., Schermerhorn, J. R., & Kramer, B. (2007). Health Care Management.
Retrieved from The University of Phoenix eBook Collection database
Mullen, L. (2003, January). Motivation Masters. Leadership for Student Activities, 41(5),
16. Retrieved from
http://search.proquest.com.ezproxy.apollolibrary.com/docview/1268166086
Motivation comes in all different forms, and it depends on how a person perceives it. Motivation can be anything, and affects each person differently. A person can have multiple ways of inspiration that encourage them to succeed. A person has to be at the right place in the right time, and it’s just a matter of finding it.
Wikipedia defines motivation as, “The general desire or willingness of someone to do something.” Motivation is a need within us that inspires us to take action. In leadership, motivation theories play a key part in organisational behaviour and creating team success. It forms the centre of influence and therefore effective and inspirational leadership.
Motivation comes in many forms such as money, benefits, or simple recognition within. Motivation also leads to higher productivity and profit and that is what we are all looking for in business. The key to unlocking peak performance from your work force is the concept of human motivation. In addition, the key to motivation revolves around one fundamental principle: "What's in it for me?" (WIIFM). We have all been socialized to believe that only "selfish" people consider "What's in store for me." When in reality all people are motivated first by self-interest. The word selfish is used as a negative label for someone's perceived behavior. Understanding the concept of self-interest is perhaps the only way we will understand our need to achieve.
Motivation is the general desire or willingness of someone to do something (Mariam Webster, 1947). In the beginning, the employees of Perfect Pizzeria were very motivated and willing to do whatever it takes to keep their job cause they knew in South Ville jobs where very much limited. The employees were mostly college students, with a few
motivation is a behavior that makes people want to struggle all the time until he or she achieved the things that they all wanted. motivation can be divided into two ways, intrinsic and extrinsic. the intrinsic one usually comes from his or her desire and this method is really proven that it can possibly achieved if this intrinsic method is used because we do not need to rely on people around like friends mostly. the extrinsic one is the reversal from the intrinsic that we rely on the people who taught us to be motivated and this method quite or often proven or succeed because human also need a help each other.
What is motivation? According to text, motivation is defined as a set of factors that activate, direct, and maintain behavior, usually toward a certain goal. Motivation is the energy that makes us do things: this is a result of our individual needs being satisfied so that we have inspiration to complete the mission. These needs vary from person to person as everybody has their individual needs to motivate themselves. Depending on how motivated we are, it may further determine the effort we put into our work and therefore increase the standard of the productivity. There have been a wide variety of theories about motivation developed over the years. Several are drive-reduction theory, arousal theory, psychosocial (both incentive and cognitive) theory, and Maslow’s H...
Employee motivation has always been a central problem in the workplace, and, as an individual in a supervisory position, it becomes one’s duty to understand and institute systems that ensure the proper motivation of your subordinates. Proper motivation of employees can ensure high productivity and successful workflow, while low worker motivation can result in absenteeism, decreased productivity rates, and turnover. A large body of research has been produced regarding motivation, and much of this research is applicable to the workplace. Due to the nature of man, motivation varies from individual to individual, and, because of this, there is no one system that is the best for ensuring worker motivation in every organizational situation, and, as a product, many theories have been created to outline what drives people to satisfactorily complete their work tasks. Throughout the course of this document, the three main types of these motivational theories will be outlined and examples of each, as well as how these theories can be used to further strengthen and sustain worker motivation....
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.
Motivation is the internal-psychological drive of an individual which for a lack of better words motivates him/ her to behave in a specific manner that behavior impacts the morale which is more of a group scenario. The more motivated individuals are, the better impact to the groups morale.
The key to understanding what employees’ motivations are, and how managers can support them in their aims and objectives, is to understand that different people are motivated by different things. Managers should make a conscience effort to stay in touch with the interest, skills and abilities that their employees possess. Given the opportunity, it is possible that employees can provide valuable information about how to motivate each other to do a better job.
Motivation is the reason or purpose behind action, or what causes one to act in a particular manner. Motivation can either be intrinsic or extrinsic in nature, yet it rests solely within the power of the individual actor to be motivated (or not) by intrinsic and extrinsic motivators. Motivation is an extremely important topic of discussion in the larger discourse on leadership. It is important because it provides the basis for human action, or inaction. Leaders must be able to understand what motivates their followers in a hope to use that knowledge to guide them to behave in a certain way that is beneficial for the organization. To do so, it behooves leaders to understand the basic concepts and theories of motivation that abound.
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
Motivation is an aspect of managerial function of directing under execution. It is necessary as a means to induce people to work, as they are able and trained to do, willingly.
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.
According to Greenberg (1999), motivation is defined “as a process of arousing, directing and maintaining behavior towards a goal.” Where “directing” refers to the selection of a particular behavior; and ‘maintenance” refers to the inclination to behave with consistency in that manner until the desired outcome is met.