Employee Motivation

Employee motivation is, or at least must be, one of the key issues for directors, managers and personnel managers. The leader must be able to find the sensitive strings of his subordinates, which can be motivated by influencing them to achieve high performance. The correct use of motivation encourages staff to make more efficient use of their knowledge, skills, and talents. In today's turbulent, often chaotic environment, commercial success depends on the employee's talent and effort. Despite the many existing theories and practices, some of the motivation of leaders today remains a mystical term. This is partly due to the fact that people are motivated by different things and techniques.

Assignment 1: 8600 - 310 – Understanding How to Motivate People in the work place

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.

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.

When employees who receive clear guidance about what is expected of them will not only perform better but also be more satisfied with their jobs. (Certo, 2013, p. 18)

Clear and very much characterized objectives and goals ought to be set up to go about as the perspective for the workers to meet their individual goals. Furthermore, there is requirement for consistent criticism, advancement and coordinated effort, collaboration and correspondence. Thus, this will require to overhaul employees both at group level and individual level of the advance made so far and what is should have been done to accomplish the objectives and goals that have been set up. Such system ought to be went with expand reward and pay that underscores on

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.

The term “motivation” is derived from a theoretical construct. Many times, psychologists have used this term to refer to something responsible for our action. The concept of motivation can be classified into categories: intrinsic and extrinsic. Extrinsic motivation is the one related to external factors that influence an individual’s drive towards action. On the other hand, intrinsic motivation is an impulse which comes deep from within a person and greatly influences their course of action. The applicability of both types of motivation at the workplace varies, depending on the organizational structures and policies (Tremblay, Blanchard, Taylor, Pelletier, & Villeneuve, 2009). Robbins and Judge (2007) add that at the workplace, motivation, especially extrinsic motivation, is regarded as a skill that is acquired through learning. It is inherent in an individual and does not get influenced by the environment. This paper will analyze the application and theories of motivation at the workplace.

Since motivation influences productivity, managers need to understand what motivates employees to reach peak performance. It is not an easy task to increase employee motivation because employees respond in different ways to their jobs and their organization's practices. Motivation is “driving force within individuals” (Mullins,2002), thus the manager (motivator) should influence factors that motivate employees to gain higher levels of productivity.

Theoretical background The relationship between people and their work has long attracted psychologists and other behavioural scientists. Psychologists’ interests, dating back to the early years of the twentieth century, reflect the development of the industrial psychology and vocational guidance disciplines. Their work dealt with measurement of aptitudes and abilities to improve the job-person fit. The study of motivation now forms an integral part of both industrial and vocational psychology. However, in both fields, concepts like need, motive, goal, incentive and attitude are appearing with

Motivation in the work place has always been a problem for employers. It is a key element in keeping the employees driven to do good work or finish tasks on time. There are several methods of motivation that help employees stay with an organization. Motivation varies from person to person. Different methods of motivation drive people differently. Webster’s dictionary says motivation is something inside people that drives them to action. In other words it is the willingness to work at a level of effort. It is a day to day struggle for managers, supervisors, employers to keep its employees motivated not only finish the job at hand with perfection in mind but also to keep employees for as long as possible. “Motivation comes from

Motivated employees are important to an organization, because work motivation relates to the performance of employees and their behaviour towards the organization (Katzell & Thompson, 1990). “Managers see motivation as an integral part of the performance equation at all levels, while researchers see it as a fundamental building block in the development of useful theories of effective management practice (Steers, Mowday, & Shapiro, 2004, p. 379)”. In this study the role of work motivation of prospective employees played a central role, because in this study it was investigated if motivation to work for an organization was influenced by the ethical and philanthropic responsibilities.

The central problem that always employers and employees face is the employee motivation. The workers who put no effort to do their best in their jobs which will lead to low quality of work and give no benefit to the organization are the one who are not motivated (Amabile 1993). On the other side, employees who are apparently to be very intelligent, action oriented, ambitious, autonomous and always put an effort and sacrifice their time to put the organization at the ease are the one who feel motivated to work. In spite of the fact that a lot of research has been done on motivation, but in order to figure out the problem on why employees of an organization does not present at the most so far has been incapable of any definitive conclusion.

Motivation is defined as 'Internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal. Motivation results from the interaction of both conscious and unconscious factors such as the (1) intensity of desire or need, 2) incentive or reward value of the goal, and (3) expectations of the individual and of his or her peers ' (Business Dictionary, 2014).

Modern management aims at using and manipulating mathematical models to better understand the inter-relationship between employees and the employers in all aspects (Certo & Certo, 2013). The primary goal of modern management theories is to ensure the interrelationship between these factors is maximised for the benefit of the organisation. Motivation, from a general perspective, is the intrinsic drive that leads a person to take a certain course of action. Employee motivation entails all factors which drive an employee to perform tasks related to work in a more efficient and satisfactory manner. In as much as motivation is an intrinsic force, motivation might be brought about by external factors. These factors vary from physical factors, biological factors, intellectual factors, emotional factors and social factors.