Assess Motivation To Increase Workplace Performance

Once you realise that these factors exist, you can then arm yourself with the tools to counter act these problems that will help you keep things fair and objective. Managers can demonstrate this by displaying to all staff that they:

Working within Skills and Learning as part of Babcock international group I have chosen the following theories of motivation as it is felt that they represent how we as a business support not only our staff but our customers through the learning cycle. The Motivational theories that I will be using are Maslow Hierarchy of needs and Herzberg’s Motivational and Hygiene Theory.

This report will explore the problem of motivation at the workplace. Human resource practitioners now consider motivation as the biggest challenge to the modern workplace. Numerous surveys done in the UK and elsewhere in the world suggest that only a fraction of total employees is happy with their job. This is problematic because employee output is dependent on their level of motivation. Demotivated workers impose a cost on the employer due lost productivity. In other words, companies can improve performance of their organization by investing in improving employee motivation at work. From a theoretical perspective, employees lose their motivation if their needs are not met. Maslow hierarchy of needs suggests that employees can be motivated by meeting their needs. This paper also examines

Ali joined CVS Caremark project at TCS-Noida in November after a successful stint at Aviva in TCS-Bangalore, where he had worked as a trainee. He had always wanted to go back to his hometown and live with his parents and when he got a transfer to Delhi he didn’t waste a single moment in saying yes to the new project and heading towards Delhi. Many of his friends were also moving out from Bangalore at the same time which only made his decision easier. He felt that Caremark offered better career prospects, as it was a new project and they were offered to work on the current technologies that were in demand in the market. Ali was sure he would excel in his new position at Caremark, just as he had done in his old job at

European Journal of Business and Management ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online) Vol 3, No.3

Why do we need to motivate employees? The answer is survival. Motivated employees are needed in our rapidly changing workplaces. Motivated employees help organizations survive. Motivated employees are more productive. To be effective, managers need to understand what motivates employees within the context of the roles they perform. Of all the functions a manager performs, motivating employees is arguably the most complex. This is due, in part, to the fact that what motivates employees changes constantly. For example, research suggests that as employees' income increases, money becomes less of a motivator (Kovach, 1987). Also, as employees get older, interesting work becomes more of a motivator.

Kentucky Fried Chicken (KFC) is a fast food company which was founded by Colonel Harland Sanders in 1930 who was an entrepreneur who began by selling fried chicken from his roadside restaurant in Corbin, Kentucky and later in 1952 embarked on travelling to sell his fried chicken across several states in the USA. KFC is the second most largest fast food chain restaurant after MacDonald’s and the most outstanding popular chicken restaurant chain in the world with over 13,000 chains and operates extensively in more than 110 countries in the whole world. Its national base is in Louisville, Kentucky in the United States of America.

Motivating individuals and groups at work often times can be a challenging task. Individuals must have the desire to want to be motivated. This challenge is difficult as individuals have different types of goals that motivate them. Motivation is typically driven by some sort of recognition. In today’s economic hardship businesses are having to do more with less. Businesses are downsizing, which causes them not to re-hire for open positions or eliminate unnecessary positions completely.

Motivational factors play an important role in increasing employee job satisfaction. This will result in improving organizational performance. High productivity is a long term

Many employers know that motivation is a key element of being a good leader. Yet, somehow they still seem to miss the mark when it comes to actively motivating their employees. Employee motivation ought to be a priority on any employer’s list and we are here to help guide you, as a leader, in improving your motivation game.

Motivation is what encourages us to act in a certain way and to achieve certain things in our everyday lives and is a major factor in deciding how we behave. Work motivation is especially important to managers in organizations. According to Kanfer et al (2008), work motivation is a psychological process that influences how employees allocate effort to their work. It also influences the direction, intensity and persistence of these actions. It is very important that managers motivate their employees in the workplace as having highly motivated employees can benefit the organization. Motivated employees are known to be happier at work and as a result will work harder and are less likely to leave their job. There are many different theories of motivation that managers can use to motivate employees. In this assignment I am going to discuss, in detail equity theory and goal- setting theory. I will examine the effectiveness of these theories, outline some problems associated with them an compare the theories.

Why study motivation? To state it simple you need to know motivation to be a better leader to accomplish your business goals. Employees are like sheep you need to lead them to accomplish the mission. It is much easier to lead a group of individuals when they have a vested interest to accomplish it. You create that interest through motivation.

When working within any organization, it is important to make each person feel as if they are wanted and that they are needed. How can this be done? Motivation! To do this, team leaders and mangers need to motivate everyone in a positive manner to do their best and to always attempt to find new ways to create aa positive atmosphere in the workplace. In the article Organizational Communication: Communication and Motivation in the Workplace, it states, “The importance role of motivation to encourage employee morale in completing the work is very needed.” (Ramadanty, Martinus, 2016).

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. According to survey results, USAA may benefit greatly by incorporating the following recommendations as it relates to increasing employee motivation.

The goal is to create a healthy workplace where team members receive and communicate appreciation, and where quality-trusting relationships are built in order to advance the church’s values and goals. Chapman and White write about the need for team members to feel appreciated in the workplace. They explain that the majority of workers do not feel appreciated or are under appreciated. This, according to the authors, is a major dilemma. They contend that feeling unappreciated or under appreciated is a major reason for high turnover in the workplace. Chapman and White argue that appreciation meets a fundamental need of all people. They assert that when this need is met, people feel satisfaction and that will translate in the workplace.