The human resources department of any firm or business entity, is engaged with many different requirements. Although it is oftentimes understood that the primary requirement that such an entity has is to maximize profitability, this particular paper will instead argue that the primary focus should be to maximize employee motivation. The reason for such an approach is contingent upon the fact that without proper levels of employee motivationI. it is essentially impossible for the firm/entity to realize any of its other goals. Moreover, within the current business environment, profitability is oftentimes something that is determined at the very margins. As a function of this reality, it is necessary for business leaders and individuals within management to be specifically aware of the powers that motivation can have upon increasing the overall output of their stakeholders. Within such an understanding, the following analysis will engage the reader with a discussion of some of the more powerful means through which teens can be motivated and the overall level of performance maximized. Furthermore, through a discussion of some salient mechanisms, the analysis will focus upon the way in which a leader can utilize best practices and follow a key procedure with respect to providing a higher level of motivations for the stakeholders that are under his/her purview. It is the hope of this author that the reader will gain a more informed and effective level of understanding with respect to motivation and the means through which it applied in diverse situations throughout the business environment. One of the first approaches that can and should be utilized is something that is oftentimes overlooked; yet painfully simplistic. Ultimately, man... ... middle of paper ... ... Controls on Employee Performance and Motivation. Contemporary Accounting Research, 29(2), 432-452. doi:10.1111/j.1911-3846.2011.01106.x Chung Hee, K., & Scullion, H. (2013). The effect of Corporate Social Responsibility (CSR) on employee motivation: A cross-national study. Poznan University Of Economics Review, 13(2), 5-30. Holley, W., Jennings, K. & Wolters, R. (2012). The labor relations process. Mason, OH: South-Western Cengage Learning. De Oliveira, L., Paiva Madruga, E., De Sá, M., & Regis, H. (2013). Motivation of Banco do Brasil Employees to Participate in Programs of Corporate Volunteering: A Review Based on the Theory of Expectancy. International Management Review, 9(2), 45-49. Sajjad, A., Ghazanfar, H., & Ramzan, M. M. (2013). Impact of Motivation on Employee Turnover in Telecom Sector of Pakistan. Journal Of Business Studies Quarterly, 5(1), 76-92.
Sloane. A. A., Witney, F. (2010). LABOR RELATIONS (13th editions). Prentice Hall. Upper Saddle River, NJ
...lley, W. H., Jennings, K. M., Wolters, R. S., & Mathis, R. L. (2012). Employment & Labor Relations. Mason, OH: Cengage Learning.
Holley, Jr., W., Jennings, K. & Wolters, R. (2012). The labor relations process. (10th ed.). Fort
Motivation is a critical role of management mainly because a manager’s job is to get work done through other people. Therefore a manager needs to understand that each employee has different vales and beliefs and as such different things will motivate them. That being said there are certain aspects of the job that a manager can improve to increase employee satisfaction and commitment, which are linked to the level of which an employee is motivated to work. The purpose of this paper is
A review of employee motivation theories explains the retention and behavior of an employee within the organization. Throughout this essay, I will provide you examples of SAS inc, and how using employee motivation theories can help you succeed. Why is it necessary to keep employees? Fitz-enz (1997) stated that the average company loses approximately $1 million with every 10 managerial and professional employees who leave the organization.(Sunil Ramlall, Book)
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. It is essential 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 techniques with the correct work design into the work place for optimum results. “There is only one way…to get anybody to do anything. And that is by making the other person want to do it” Dale Carnegie.
Motivation is not characterized as a personal trait, but by the interaction of people with the situation, so the motivation varies from one person to another and in the same person can vary in different times and situations. Therefore, Motivating someone, in a general sense, is about creating an environment in which they can meet their objectives by contributing their energy and effort, hence the importance of managers dominating this issue to value and act, ensuring that the individual objectives coincide as much as possible with the intended ones. The purpose then, is not the elaboration of a deep theoretical treatise about the concept of motivation and its application in educational and non-educational organizations, but on the contrary, it tries to give a practical approach that in turn allows reflection on this subject whose importance and usefulness is unquestionable, at the school, personal and organizational levels. Now, it must be established that motivational psychology contributes significantly to the improvement of interpersonal relationships, since there is a strong link between this theory and emotion as a natural reaction of a human being.
Dwight D. Eisenhower once said, “Motivation is the art of getting people to do what you want them to do because they want to do it.” Studies have found that high employee motivation goes hand in hand with strong organizational performance and profits. Therefore, managers are given the responsibility of finding the right combination of motivational techniques and rewards to satisfy employees’ needs and encourage great work performance. This becomes a bit more challenging as employees’ needs change from one generation to another. Three of the biggest challenges a manager faces in motivating employees today are the economy and threats to job security, technological advances, and company cultures that primarily focus on the bottom line.
Omar, M. W., & Jusoff, K. &. (2010). Employee Motivation and Its Impact on Employee Loyalty. World Applied Sciences Journal 8, 8(7), 871-873.
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....
Ability in in turn depends on education, experience and training and its improvement is a slow and long process. On the other hand motivation can be improved quickly. There are many options and an uninitiated manager may even know where to start. As a guideline seven strategies for motivation.
Holley, William H, Kenneth M. Jennings, and Roger S. Wolters. The Labor Relations Process. Mason, OH: South-Western Cengage Learning, 2012. Print.
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).
People’s behaviour is determined by what motivates them. The aim of this essay is to discuss the essence of the motivation and psychological strengths, its evolution, a brief overview of the key theories of the employees’ motivation and behaviour analysis. The main task is to understand how motivation affects employee behaviour and to clarify the importance of motivation. In this essay I will discuss and produce definitions and examples to answer the main question of what is the driving force and how do people’s needs influence performance at work?
Employee performance defines the individual performance and behavior. It is essential to understand that performance is not merely a tasks and work need to be done to receive bonus or pay increase. Main objective is to enhance the skills set of an individual while helping the business performance (Baker, 1999).