: Describe and Evaluate Using Appropriate Theory Your Attitude to Your Role and the Workplace Along with the Motivation

With this being said, motivation is very complex and is continuously fluctuating over time (Maslow, 1954). Getting employees optimally motivated is very difficult, due to the various components that go into motivation. However, when an employee is positively motivated, they will be able to accomplish any task set in front of them.

Motivation is defined as, “the reason for the action; that which gives purpose and direction to behavior.” Motivation is key in personal life as well as the career world. Motivation in the work place is highly dependent on employers being able to understand the needs and wants of their employees. When employers can understand and satisfy an employee’s needs, the employee is more inclined to perform well in his position. “The ranked order of motivating factors were: (a) interesting work, (b) good wages, (c) full appreciation of work done, (d) job security, (e) good working conditions, (f) promotions and growth in the organization, (g) feeling of being in on things, (h) personal loyalty to employees, (i) tactful discipline, and (j)

Employees should always be motivated; this attracts talent, opens up new channels for innovation and creativity and brings in a sense of satisfaction among them which helps the growth and development of the organization.

The word Motivation is a common terminology which most employers are familiar with and in every organisation the employers has different techniques and strategies the use in motivating their employees. Many scholars have argued on different forms of motivation and argued that to be motivated should be individual employee’s responsibility and the employers responsibility, this theory was criticized by some school of thought.

The issue of employee motivation is extremely important to management .It is one of the most puzzling issues in management. There are plenty of employees that just ‘punch the clock’ i.e.  They go to work just for the sake of paycheck and nothing else. They have no self pride in their work and do the bare minimum for managerial satisfaction. These employees not only hurt themselves but also the company as well.

“Personality traits make you seek out certain jobs and affect how you fit in”. Depending upon the organization you currently work for or are seeking to work for, hiring and promoting and individual is mostly based upon their individual personality traits. Whether you are personality A, B or X, all organizations want to hire people that are hardworking, reliable, trust worthy, and dependable.

part by the need to earn a living and partly by human needs for job

To be or not to be motivated is much of an individual’s choice. Many factors make individual motived, but it is always a central problem for leaders and managers to well use those factors to get their employee motivated. Unmotivated employees are likely to spend little or no effort in their jobs, having very low productivity, and do not willing to stay with the organization if possible. On the other hand, motived employees are likely to work persistent, creative and productive. If managers can motive their employees, both and organization and the employees benefit from the fact.

Motivation at work stimulates the interest of a person in an activity. Motivation at works is very complex because there are multiple motives operating at the same time. Goals motivate and guide workers' behaviors. Specific goals are better than general goals and little difficulty is better than easy goals. The degree of expectancy determines how much effort is put forth, people will work hard if they expect the effort will pay off. Increased job enrichment which includes more control at work and a high number of tasks to perform leads to high motivation. Stress on the job reduces motivation and productivity. The specific needs to achieve and

Is it very important that managers understand their employees’ motivation. There are different components that need to be bonded together in order to motivate employees. Workplace environment and communication influence managers’ and employees’ motivation. More motivation means more productivity. The relationship between managers’ motivation and their employees is analyzed in this paper.

Internal thoughts or feelings provide motivation for people to behave in a certain manner (Spector, 2012). In the work environment, attitudes can indicate an employee’s feelings towards coworkers, superiors, and position within the organization or a desire to realize a goal (Rodell, 2013; Spector, 2012). Although attitudes are internal, they can affect how an individual behaves. Therefore, behavior, whether good or bad, is often the way in which an employee responds to his attitude toward his position in the company (Rodell, 2013). There are different viewpoints of motivation. One perspective considers direction, that is, choice of specific behavior, intensity, or amount of

The need of the motivated employees in the rapidly changing work place can be the reason for the organizations success and survival. Motivated employees are more efficient and effective. Leaders need to understand and evaluate what motivates employees. Motivating employees is no doubt one of the most complex and

As we know, employees are the greatest asset of a company. If the employees have bad attitude and low work motivation in a company, it will affect the company’s daily operation and productivity. Conversely, if there are talented employees who have high work motivation in contributing values continuously to the company, it not only helps the company to gain more profit, yet it also helps to advance the company-development.

Generally, in all companies and other organizations employees play an important role in their work place. Each company tries to motivate their stuff in order to improve their working process more effectively and efficiency. It is commonly believed that motivated workers add their contributecompany to be productive. We are going to point out the best two motivating ways below.

5. Attitude that provides a standard against which a person evaluates the aspects of his world and serve as the knowledge function too. These functions of attitudes affect the individual’s way of interpreting the information coming to him. Since attitudes intervene between work requirements and work responses, information about how people feel about their jobs can be quite useful in the predication about work response. Thus, these types of attitudes can portray areas of investigation for making the individual and the organization more compatible.