An Organization Motivation Plan That Encourage High Job Satisfaction, High Quality Work, And Low Turnover

Motivation is derived from an internal force that provides an individual the opportunity to achieve their needs or goals. People are motivated by a variety of things and often have different motivating factors. Employers should be mindful of individual motivating factors when attempting to motivate staff to increase performance. While some people may be motivated by money, many are motivated by things like: recognition, promotion, and increased responsibility. Once an employer has identified motivating factors they are able to analyze a variety of motivational theories to design and implement a program that will motivate employees to go above and beyond what is expected of them.

According to researcher Lindner (1998), motivated employees are needed in our rapidly changing workplaces to aid in the survival of organizations. Not only is it important to meet the needs of the consumer, it is equally important that to make sure that associates are taken care of and remain motivated. For this reason, Gibson, Ivancevich, Donnelly and Konopaske (2012) “states much of management’s time is spent addressing the motivation of their employees” (p. 125). According to the Encyclopedia of Small Business (2007), employee motivation is the level of energy, commitment, and creativity employees bring to their jobs; the inner force that drives individuals to accomplish personal and organizational goals (Lindner, 1988). Despite its obvious importance, employee motivation can be an elusive quest for managers due to the multiplicity of incentives that can influence employees to do their best work. The reality is that every employee has different ways to become motivated and the knowledge of how to motivate them is key to organizational success. It is imperative that employers get to know the personal needs and wants of their employees in order to establish tactics in which to motivate each of them. Once achieved, “managers are in a better position to encourage and reward employees to behave in effective ways” (Gibson et al, 2012, p.

In this report we will be discussing Motivation and how it has a large impact on the way employees perform within the workplace. We will be addressing the many benefits of having an adequate amount of motivation within the organization and the employees in it. How motivation within the workplace affects the company productivity will also be mentioned within this report. As an example of a company that has been succeeding taking motivation as a large factor leading to company success, we will be discussing how CIBC has been implementing the motivation strategy within their organization to bring forth success.

There are as many different methods of motivating employees today as there are companies operating in the global business environment. Still, some strategies are prevalent across all organizations striving to improve employee motivation. The best employee motivation efforts will focus on what the employees deem to be important. It may be that employees within the same department of the same organization will have different motivators. Many organizations today find that flexibility in job design and reward systems has resulted in employees ' increased longevity with the company, improved productivity, and better morale.

Clearly defined goals as they relate to the organization can motivate employees through goal setting. Goals challenge to employees to make them want to explore new technology, ideas, and gain insight from a diverse workplace. Additionally, giving employees more responsibility will make them believe they have contributed with a sense of higher importance. Without motivation in the workplace, a business will suffer from the lack of efficiency from employees. Perhaps the most significant of increased employee motivation is that of increased productivity (staff@incentives.com, 2010). Therefore, it is important that employers give their employees an opportunity to work hard for their reward to obtain a high level of performance, which is an essential to the success of any business.

The success of any business depends on the productivity and satisfaction of its employees. Employees need to be motivated to work. Motivation can be defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation can be either intrinsic or extrinsic. For an individual to be motivated in a work situation there must be a need, which the individual would have to perceive a possibility of satisfying through some reward. Intrinsic motivation stems from motivations that are inherent and arise from performing the task of the job itself, which the individual gets a feeling of either positive or negative motivation as a result of

Every organization no matter how large or small has goals they wish to meet. Each organization will have changes in its future and has to have certain set goals and objectives in place to help map out their course of action that will lead to their desired end result (Martin, 2009). In order for a company to successfully meet their final goal it is important for them to continually motivate their employees. According to Organizational Behavior by David Baack, motivation is what starts, maintains and stops behavior (Baack, 2012). Organizations each have their own way to set goals and motivate their

Maintaining employee morale and employee motivation with goals for the employee along with company goals help to influence the employee to increase their performance capabilities to accomplish a higher level of productivity. “It’s important to set goals both for your employees to achieve for you to accomplish as the owner to ensure a happy workplace. For instance, one of your goals could be to establish a successful employee recognition program or to increase employee productivity (which is related to motivation) by 20 percent over the next year. Customer experience consultant Chris Bailey states you should treat your employees like your customers.” (Management Goals & Objectives, 1). Employee motivation ranges from good working conditions, job security, feeling of belonging, self-esteem, employee recognition, opportunity for advancement, and realizing their full potential.

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

Motivation is the interior and exterior elements that arouse aspiration and drive in an individual to remain constantly involved as well as dedicated to a job, role or subject, or to create a determination to achieve an objective (Business Dictionary, 2013). The focal key concern of a business ought to be its people. They remain the individuals who support the operation and the idea of the business along with keeping the organization running. This research paper will offer a proposal of a business motivation plan, pinpoint dual approaches that motivate workers and recommend three means to

Show how your selected organization applies the motivation theories to workplace productivity. Is it achieving the desired results?

Employees are valuable resources for companies and them could be competitive advantages for modern companies. It is important for modern companies to improve employee satisfaction and performance so that they can improve their organisational performance and competitiveness (Armstrong, 2006). As a result, Employee’s motivation management is significantly for companies. Motivation is a cognitive process to guide, initiate, direct and maintain goal-oriented activities. It can also be defined as the driving forces directing people’s actions (Huczynski and Buchanan, 2013). Employees making contribution for firms because they are motivated by something, such as successful companies can always identify the factors motivating their employees and conduct responsive practices to motivate employees to improve performance (Podmoroff, 2005).

Job satisfaction is what people feel when they are valued in an organization. When a company rewards their employees, show interest in their work, and have an appreciation for what an employee does, this give an employee a sense of wanting to contribute more to an organization (Allen, 1993). Motivations for employees that many leaders strive to achieve is giving an employee meaningful work, recognition for the job they do, opportunities to grow, learn, and advance in the organization, and increase an employee’s responsibilities. A leader must observe the

Industrial/Organizational (I/O) Psychology is devoted to the study of employee behavior in the workplace and understanding the issues facing organizations and employees in today’s complex and ever changing environment. Motivation refers to the set of forces that influence people to choose various behaviors among several alternatives available to them. An organization depends on the ability of management to provide a positive, fostering and motivating environment for its employees in order to increase profits, productivity and lower turnover rates of its employees. The purpose of this paper is to discuss and compare six academic journal articles and explore the behavior, job, and need based theories of motivation that can aid management in motivating and understanding their employees. Finding that delicate balance to can sometimes be elusive so effectively learning how to motivate by understanding, controlling and influencing factors to manipulate behavior and choices that are available to employees can produce the desired outcome.

The relationship between job satisfaction, motivation, and efficiency or productivity is very important in the business industry as well as in personal life. Long term research has found that the single greatest predictor of longevity is work satisfaction. Work is one third to one half of a persons' lifetime, and if frustrated the mental and physical effects are very costly. Job characteristics including skill variety, task identity, and task significance lead to psychological conditions in which in turn leads to increased motivation, performance and job satisfaction. It is important to investigate this area in order to determine how much of an effect does