Motivation is the internal force that affects direction, intensity and persistence of voluntary behaviour of an individual. Motivation can also be understood in terms of an individual’s drive: internal or external as well as their goal setting behaviour. These forms of motivated functioning can easily be observed in organizations. Quantifying a subjective construct such as motivation has been a daunting task for psychologists and researchers who are interested to study organizational behaviours and optimal functioning of employees. It is imperative for organisations to create an environment conducive of achieving desired goals, by consistently motivating their employees to exhibit optimal performance.
Within the discipline of psychology there
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The need for achievement compels a person to accomplish realistically set goals through their own efforts. In my experience of working in retail, I repeatedly encountered individuals at higher managerial positions lacking the skilled aptitude to accomplish their set goals, resulting in team target not being met. This result demotivated the team and after that many employees left the organisation. Then is the need for affiliation which demonstrates the desire of individuals in seeking approvals from others and conform to their wishes and expectations. My manager had a high need of affiliation because of which he was not able to make strong decision against anyone in the team. The team had non-performers that eventually deteriorated the team performance. Certain team members possessed high need for power. Consequently, they started keeping information to themselves and often used to look down at peers. Repercussions of which were excessive conflict amongst the …show more content…
While there have been differing perspectives (such as the theories mentioned above), the measure of employee motivation is directly related to the productivity, efficiency and sustained success of a company. Goal setting and feedback are the most robust practices, adopted by organisations for motivating employees. Through goal setting, me and my team had a mission to work for and keep up the momentum to acquire skills. Feedback was an essential activity, which gave us an insight to our approaches and contributed to our sense of achievement. Something as explicit as a promotion, bonus or an award was a key driver for my team. Our salary component consisted of incentive for target achievement. This created an environment to pursue a common goal and involved contribution from each employee. The environment encouraged sharing of information which helped develop knowledge base of individuals. This helped achieve individual’s psychological satisfaction and sense of accomplishment. However, what is critical to understand are factors such as drive, willingness to succeed, desire to accomplish, job based skill set, organizational environment, reward system, mode of feedback, interpersonal relationships between employee and employer collectively contribute to the nature of efficiency or motivation and consequently determine the productivity of such a performance. I believe, a
“Motivation is the will and desire that a person has to engage in a particular behaviour or perform a particular task” (Lawley & King, P269). In life motivation will be needed to enhance the workforce in various ways, many organisations will use motivation to increase the percentage yield of an individual or to make an individual feel a part of the business or organisation. Incentives have a huge influence on behaviourist & extrinsic approach. In addition other aspects; humanist theorist, intrinsic approach, Taylorism and Fordism have a part in perception of motivation.
The theory of goal setting was developed by Edward Locke and Gary Latham (1990) and states that there is a direct relationship between the setting of specific high goals and task performance. A higher degree of employee performance is obtained when specific goals are set compared to the performance achieved when employees are simply told to do their best (Latham & Locke, 2007). These findings have helped shape leadership styles and improve employee performance and job satisfaction (Posthuma & Al-Riyami, 2012).
The motivation of employees is the key crucial element in any organization. Employers should be able to implement all the strategies for motivation to increase the worker's performance. Motivation has got a lot of influences in performance levels and productivity in any organization. The example of motivation ways is through rewards, promotion, job recognition and others. The key factors to motivation also can include useful communication, supervision, career progression, interpersonal relations, recognition, money and also control. These factors influence the healthy performance behaviors of employees.
Motivation is an attempt being made to ensure that the desired objectives are achieved. It can also be said as an impetus to strengthen the spirit of how things work is done in an organization. Employees are an airliner is able to contribute time and energy and be able to receive motivational elements such as effort, goals, organization and requirements. Managers in the organization will be faced with the situation of the problems and stress of employees. Motivational problems among workers will cause the performance of the organization is threatened. Therefore, as a manager of an organization should identify the problem of motivation wise and intelligent among workers dealing with the problem based on theoretical methods that have been introduced. With regards to motivation theory approach pioneered by Fedrick Taylor stressing compensation or reward in the form of salary payments to individuals to encourage outstanding work performance. Hence the theory , we can find motivation problems faced by the employees based on the performance of the framework that does not have the quality or the quality of either form of products or activities required by the organization in order to achieve the goal. For example, employees often feel stress and dissatisfaction will do things work with negative emotions such as being lazy, not disciplined, not caring and sensitive in a case that occurred in the organization. If this problem arises, of course, the performance will be affected personally so can result in organizational performance would be problematic.
Motivation is the key determinant which guides an employee’s needs, wants, hopes and expectations. It can be subtly inferred by observing employees behavior and gauging whether he is motivated enough to fulfill the greater goals of the organization. There are various methods through which an organization can empower their employees and cause them to work in a beneficial way. A motivated employee proves to be a boon for the company as he turns out to be highly dependent, loyal and productive which is crucial for the overall growth of the company. He in turn is able to realize his true potential and be clear about his career path.
Each individual is different from one another and will have a different set of needs. The key element to effective motivation lies first in recognizing these differences and developing appropriate strategies to enhance motivation of each employee. When these different strategies of motivation are grouped together, they offer a valuable resource for producing an appropriate environment to reach higher performance. In order to motivate all employees to perform at their best, there is a need for managers to establish and encourage an atmosphere which will inspire them. Motivation continues to remain a challenge among managers today. Tools and ideas are accessible to leaders and managers to support them. Studying the theories of Herzberg, McClelland, Vroom, and Maslow can provide solutions to these problems and managers can be successful in motivating their employees.
Robbins and Judge define motivation by means of three elements. The first element is defined as being the process that account for an individual’s intensity which is concerned with how hard a person tries. The second element is direction that benefits the organization and the third element is persistence which is a measure of how long a person can maintain effort. Motivation is also driven by certain situations that vary between individuals and within individuals, at different times. (Robbins & Judge, 2007, p.186) These elements should not only be expected from employees but from managers as well.
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).
Motivation is one of the most widely debated and researched topics in organisational behaviour. There are a plethora of concepts and theories that attempt to provide a better understanding as to what and how best to motivate an employee. Theories of motivation provide a solid basis to best gain basic understanding of motivational needs. Several academic papers researched while writing this essay highlighted the need for further research that focused on cultures outside of the ‘Western’ norms. In this section we will examine some theories and journal articles that will better our knowledge about 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 concept of stimulating or arousing a person to achieve a goal. Motivation has much to do with desire and ambition, and if they are absent, motivation is absent too (What is Motivation and How to Strengthen It, para. 1). Motivation theories are unique to each organization. Some organizations have come up with motivation theories such as setting work goals, job performance evaluations, and fair treatment policies within the work environment to keep employees motivated. The impact that individuals, groups and structures have on behavior within organizations is Organizational Behavior. Motivation is affected by organizational behaviors, which is why different organizations apply motivation theories to motivate employees.
Our greatest weakness lies in giving up. The most certain way to succeed is always to try just one more time (Thomas A. Edison). “Motivation relates to a range of psychological processes that guide an individual toward a goal and cause that person to keep pursuing that goal” (Sadri). Motivation determines what direction an employee will choose to take, how hard they will work toward that chosen path, how long they will persist and how long they will persevere in the face of obstacles. Positively motivated employees will work harder and produce more high quality work than non-motivated employees. The ability to motivate employees is paramount to achieving a competitive advantage over the competition and keeping ones employees from seeking more fulfilling employment elsewhere (Fairbank). Motivating employees can be accomplished by meeting their needs and requirements, positive reinforcement, and through organizational identification or attachment.
Motivating employees is the inducing or indoctrinating them with enthusiasm or the urge to be diligent in their work. Additionally, it will lead to the espousing of the need to uphold harmonious relations between them. The ultimate depiction of a motivated workforce is their willingness to work. Subsequently, this leads to increase in employees’ performance output which in turn leads to increased output and turnover of the organization. Therefore, the inter-link between motivation of employees and the success of an organization is profound (Chaudhary & Sharma, 2012). It can be achieved through a variety of forms. The management has the primary role in motivating the employees. This is as postulated hereunder.
Motivation, as defined in class, is the energy and commitment a person is prepared to dedicate to a task. In most of organisations, motivation is one of the most troublesome problems. Motivation is about the intensity, direction and persistence of reaching a goal. During the class, we have learned a substantial theories of motivation and many theories of motivations are used in real business. Each theory seems to have different basic values. But, they all have been analysed for one reason, recognising what motivates and increases the performance of employees. Ident...
Twyla Dell (1988) gave a definiton to employee motivation, as he stated, the bottom line of motivation is to offer employees what they really want. The more requirements of employees are satisfied, the more rewards ( productivity, quality and service)...