Factors Effecting 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.

As a manager the three motivational methods that should be used would be to provide monetary incentives, employee recognition, and training incentives. Monetary incentives are one method that can be used by a leader or a manager in his or her workplace, these incentives is to reward an employee for his or her outrageous work-related performance. These incentives may include such as profit-sharing within the company, stock options, performance bonuses, and scheduled bonuses. These different types of monetary incentives can increase the motivation of its workers and can lead to more productive, less absenteeism, and may improve one’s quality of service. Monetary incentives when awarded to one employee may also be a morale booster can also encourage other workers to improve his or her work performance, and maintain a healthy, friendly, positive work environment. A healthy workplace is a product of a successful and productive work environment. Working in this kind of economy, monetary incentives is the excellent method to use. However, these incentives may persuade others and may not to some; the result will be the same, increased quality work

In any workplace, workers are no doubt the essential mainstay that holds any business or corporation together. Employees achieve important tasks to help the company’s long term vision and goals to be successful and efficient. A business can’t be successful without a proper management that is why it is important for employees to enjoy going to work and they also have maintain a positive attitude while being productive and completing tasks. Motivation is what gives a person the purpose to perform or behave in a certain way with the desire or willingness to gain something. There are two types of motivations, motivation that comes from a person and motivation that comes from materially goals. It is very necessary that employers keep their employees motivated and encourage them to perform above expectations.

The purpose of this paper is to critically evaluate and review three journal articles by John Honore (2009), James Lindner (1998), and an article by Fred Herrera (2002). All three articles discussed the topic of employee motivation in the workplace. The authors examined several motivational theories and put forward their ideas on the concepts and application of motivational techniques. The authors’ work provides insight into the psychology of motivation and the different factors and theories that affect it. My conclusion is in line with the authors’, motivated employees are needed for the organisational survival and just like our constantly changing environment and each individual is different, motivational techniques need to be continuously explored and developed.

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.

This is a current and topical issue as motivation matters a great deal; Forsyth (2000 p. 2) states that motivation “increases efficiency, effectiveness and productivity” and allows organisations to meet their aims and objectives. Hageman (1992) suggests that motivation is the internal incentive that which brings out pleasure from work; happiness and efficiency are closely connected. This then makes employees desire to do what is required of them.

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

History teaches us that motivation has been a key ingredient proven effective in the accomplishment of tasks, or used to get things done. This paper will discuss the classic and contemporary background/history of motivation. In addition, covered will be the theoretical background and theories, the implications motivation has for leaders, and the motivational tactics used in the working environment that stimulate results.

In today ‘s working stressful environment, motivation is necessary for more productivity. Motivation is considered as force to achieve specific goals. In an organization a manager or leader should always motivate his/her subordinates to perform work. There are number of motivational theories given by social scientist. But we will focus on the five main theories which are given below:

Eisenhower’s statement “Motivation is getting people to do what you want them to do because they want to do it.” (Achim, Dragolea, & Balan, 2013) Motivation is art; it is also a power that affects people actions. Indeed not every human being can motivate, but also every human being can be motivated. In performing such a process in a company; it is favorable for the company to know the possibilities and ways of reasoning that would work for each employee according to their targets and parts of interests; then the company would easily desire more and more from those whom they managed to motivate, moreover this process will always work in the benefit of both companies and employees. Motivation is one of the most important things that the human resources department in any company must show a great concern, because through motivation the company could earn more profit, gain a better reputation, and finally satisfy their own

The degree to which employees are motivated in their work depends on how well they are able to produce in their job. Therefore, motivation is expected to have a positive effect on quality performance as it leads to high levels of initiative, creativity and where monitoring is difficult, motivation ensures high quality performance (Osabiya, 2015).Having a few dis-satisfiers in the work place does not motivate a worker to do a good job, but rather stay in it. Therefore, worker performance clearly depends on the level of motivation which arouses the spirit of taking responsibilities and

In this literature review, we will discuss the available body of knowledge for motivational theories and analyses the same in order to ascertain its relevancy in our current study. In this case we tried to give an overall picture of already made research in this regard and to find the gaps if any in order to suggest the way for future study in this area. We will review existing research on what managers can do to motivate their employees and the factors of motivation.

To start with, it is useful to infer from the literature and research that motivation in organisations refers to the process by which employees are enabled and induced to behave in particular ways. Thus, motivation is often associated with a search for the means by which people 's job performance and productivity may be improved or maintained. Many theories about motivation begin by addressing the interrelated issues of human needs and how these influence the direction and maintenance of an individual 's intentional behaviour.

Motivation plays an important role in an organization’s management. It is because a motivated employee can help the organization to increase the productivity. Not only that, a motivated employee is more cooperative, supportive and be punctual to work. Therefore, an organization should make sure that all of their employees are motivated in order to make the company to be more successful and achieve their goals and targets each year.

The assumptions and theories explaining the concept of employee motivation will also be reviewed. Significantly, the research is also focused on identifying strategies of enhancing employee motivation so as to ensure attainment of the identified benefits. The research will be able to draw a correlation between the issue of employee motivation and the organizational performance. In order to achieve this, qualitative approach will be utilized so as to ensure success of the research study (Heimerdinger & Hinsz 2008: 383).