A Coaching and Performance Improvement Analysis

Employee motivation is the level of energy, commitment, and creativity that an organization’s workers apply to their jobs. The needs, perspectives, and viewpoints of employees are instrumental.

Lee, L.-E. (2008, July 4). Havard Business Review. Retrieved July 23, 2015, from Havard Business Review: https://hbr.org/2008/07/employee-motivation-a-powerful-new-model

Employee motivation is a tool that is usually used by employers to both appreciate the good work done by their employees and also to encourage them to do better work in the future. It is a driving force for every employee in an organisation and it also helps in creating the much needed passion and interest for the work. Employee motivation could be in different forms and shapes and the increase in the level of motivation also depends on the tool used for motivation.

This topic was chosen as my research because I believe a company is nothing without its’ employees. In choosing this topic, it better helps me to understand motivation and how it is used to push employees, helping in the success in the business.

In today’s turbulent, often chaotic environment, commercial success depends on employees using their full talents. Yet in spite of the available theories and practices, managers often view motivation as something of a mystery. How are employees motivated? What are other companies doing to motivate employees and is it possible to motivate employees without money? These are questions that need to be answered.

Nowadays, organizations’ results are heavily dependent on employees’ work motivation: motivation is the key to achieve high levels of performance, it makes employees put effort into their work, be engaged and achieve results.

Employee motivation is an important business issue in every organization. Motivation is the reason that we do things (Kiniki & Fugate, 2016). I have noticed a distinct lack of motivation that is pervasive in my organization. There are two forms of employee motivation: extrinsic and intrinsic motivation (Kiniki & Fugate, 2016). Extrinsic motivation involves external rewards such as recognition, money, or a promotion (Kiniki & Fugate, 2016). This form of motivation is not prominent in my organization because raises and promotions generally come from years of service. Intrinsic motivation involves positive internal feelings from doing a task well (Kiniki & Fugate, 2016). This form of motivation is the leading form of motivation in my organization. Intrinsic motivation is essential in governmental agencies due to the lack of monetary rewards.

There are many businesses and organizations across the world that relies on their employees. The employees make up the workforce that keeps the nation functioning and producing. It is not uncommon for employees to get burnout with their job or feel that they are not appreciated. Workers find it difficult to find the motivation to come to work and ready to complete the tasks that are required of them. When workers are bored with their position it can be hard to put their best efforts into their job and be successful. Many employees feel that they are not being rewarded for the hard work they have been doing and often slack off because of it. Businesses understand that the employees are the faucet of the company and they are relied on for everyday production. An employee may feel like they are not getting the respect that they deserve for the work that is being completed each day. It can be hard for business owners to find the comfortable line between employee satisfaction and high-quality performance. There are several things that many businesses have begun doing to help their employees not only succeed but enjoy what they are coming to work each day to do. There are several trends that business is trying, that will help to motivate employees to have superior performance in the workplace.

Motivating employees has become a more challenging issue facing today’s managers. According to a recent major survey, 92 percent of employers said that motivating employees has become more challenging. Globalization, new generation’s workplace expectations, workers’

If correct management decisions are to be taken in the organization’s best interest, it is necessary not only to provide good information for decision making, but also to ensure that management and employees are motivated to work towards the goals of the organization: that they have the same aspirations (BPP Paper P5, 2007).

Over the last two hundred years, management has changed and along with it have the motivators within the workplace. It is vital that managers are able to motivate employees to perform at maximum productivity and due to the importance of motivation, several theories have been developed to ensure this. While some theories have been around longer than others, the information found within them can still help managers motivate staff today with some being more effective than others.

Employee motivation a powerful new model explores drivers of employee motivation, the levers the managers can pull to address them and the local strategies that can boost motivation despite organizational constraints. Finding of new research introduce a model that establishes the four basic emotional need people exhibit; they are the drive to acquire, bond, comprehend and defend. Also it exhort organizations take an holistic approach to satisfy employee’s emotional needs through its reward system, culture, management systems, and design of jobs. The potential benefit of a motivated workforce to an

In organization many question if the motivation techniques of yesterday are still good for today’s growing organization. Nelson (1996) states that most motivational techniques are essentially the same as in pervious years, people always want more but never seem to be satisfied with what they have. It is part of human nature to have a stable economy, high standard of living, and a low unemployment rate. It seems that it is not easy for an organization to motivate employees today. According to research the basic physical needs of the employees today does not have much impact in motivation, but there are other factors that have a tremendous impact. These are recognition, respect, involvement, advancement, and interesting and meaningful work (Nelson, 1996). Many employees believe that management is unable to motivate them simply because most managers do not have the techniques on how to start motivating them.

I felt that the article that I have chosen has distinguished many appropriate features of components of employee motivation and the instrumentalities composed in them. Although certain features are lacking in parts, I felt that it was a worthwhile, original contribution to the subject and portrays a vivid picture on how management should regard employees that enables members of staff to exert themselves and bring about a rewarding and nourishing working life.

Nadeem Malik (2010) expressed that there were times when workers were thought to be another expansion to upgrade the production of service or good. Be that as it may, a great deal has changed at this point. Motivating employee is an essential stride that each entrepreneur ought to take to succeed. This is on the grounds that motivation energizes better execution and efficiency with respect to workers. What 's more, when this happens, the organization has nothing to appreciate except for advantages