Motivation And Employee Performance Essay

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.

The assessment should be based on the job related behaviour and not let personal issues cloud the discussion and employees should not be compared against each other. It should be objective and it is important that you do not generalise about

What is motivation? As manager’s, motivation is one of the most vital and crucial assets to possess in managing a business. This drive is a critical tool to use in the work place and determine the success or failure of an organization. Motivation is a driving force that initiates and directs behavior. In other words, motivation is an internal energy that drives an individual to do something in order to achieve a certain goal. Therefore, creating a motivating environment in the workplace will lead to happy employees. Creating a work environment like this, managers can expect low staff turnovers, improved productivity, happy customers, and better financial performance. Therefore, the input of motivation use towards employees determines the output efficiency of the company. However, everyone involved in an organization is motivated differently. Everybody has their own individual needs in regards to motivation. Depending on how motivated a person is, determines the effort that individual puts into the work and therefore, how productive they are.

Motivation is a key element in the workplace and it is very important to know the basic theory methods and application because it is something that is unavoidable for all of us and will come up in any workplace environment. It is a necessary skill for a future manager or leader to know how to motivate other people in order to work more efficient. Though this project I have become familiar with the subject and realize the importance of motivation.

The transgender community faces many life challenges that the general population do not encounter. This challenges impact all aspects of the individual’s life, including social economic status, increase risk factors for HIV and other diseases, a decrease in health care access, etc… These challenges deter the transgender community for accessing health care services at the same rate as the general population. The minority stress model helps examine the impact of stigma on the level of distress an individual faces. Social support can potentially act as a moderators to partially deter the level of distress.

For the performance management framework to meet the business strategy, employees must understand what they are working for. CCC must make the employees feel like they are a critical part of the team and without them, the organization will never reach its goals. This cannot be accomplished by telling them they are doing a good job. This is done in three ways, define performance, facilitate performance, and encourage performance (Cascio, 2013). Defining the performance is telling the employee what their

Motivation is the process of operating organizational conditions which will impel employees of any emotion or desire operation one’s will and prompting or driving at it to action.

Motivation can be defined as a process that starts with a physiological deficiency that activates a push that is aimed at a goal incentive The aim of this essay is to show that how motivation can be an important factor for better performance of employees in a sector (Steininger, 1994).

Motivation is a crucial tool to retain and bring the best out of human capital of an organization. Most successful organizations plan their motivational strategies based on employee needs and requirement. Likewise, motivational strategies may differ for employees in early career from that of late career workers.

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.

Motivation is defined as the drive within a person to achieve a goal. The challenge that supervisors and employers have is how to help their employees to develop the drive to complete a goal within themselves. Numerous studies and experiments have been done on how best to motivate employees. Theories have developed around the results of these studies, each is tailored to the circumstances of the time, place, and people that participated in the study so they do not apply directly to every situation.

Motivation acts a force to energize and direct behavior in the workplace (Myers 329) so that employees perform tasks to a high degree. It is motivation that retains employees in a company because improper motivation acts as a deterrent to productivity and joy. Whether physiological, emotional, or incentive based, motivation affects our lives everyday and induces our natural drive to thrive and succeed. Many psychological theories explain the different ways employees may become motivated, such as Maslow’s hierarchy of needs, Herzberg’s two factor theory, and theory Y, based on how appealing a stimuli may be to an employee’s needs.

What is motivation? Motivation is defined as “an individual’s willingness to respond to the organization’s requirements in short run.” (P.71 Dixon, 1998) For the purposes of this research paper, I find the most fitting definition of motivation is to define it as “the force that Energizes, Directs, and Sustains behavior.” (uri.com, 2014) Motivation is imperative to productivity. A highly motivated staff often leads to high productivity from the workforce.

Performance is a measure of whether or not the employee is achieving company goals effectively and efficiently provided that it contributes to the overall objectives of the organization. Management should have a strong understanding of the role of each employee as well as the ability to convey their expectations to the work force. Historically, Performance Management began as a means of income justification and was used to determine employee wages based on individual performance. Organizations using Performance Management did so in order to encourage behaviors that derive desired results from employees. In practice,

Human resource is vital for any organization. So it is important to manage organizational happiness, so that employees will do their best for the organization.