Motivating the work force can be difficult to achieve and maintain due to all employees are not motived by the same thing. As Ken Sundheim (2013) points out some individuals are motivated by money and time off, while other are motivated by praise and recognition. Motivation is the tool that managers use to energize, direct, and sustain human behavior in the work place (Gomez-Mejia, Balkin & Cardy, 2016).
Many things can increase or decrease the effeteness of motivating employees. According to Fredrick Herzberg the Two Factor Theory of Motivation states for workers to even begin to be motivated her or she must first be satisfied with their job (as cited by Gomez-Mejia, Balkin & Cardy, 2016). The two factors that must be addressed in the work environment are motivators and maintenance factors (Gomez-Mejia, Balkin & Cardy, 2016). According to Gomez-Mejia, Balkin & Cardy (2016) motivator in the workplace are achievement, responsibility, opportunities, recognition and the work employees do. The Second factor of the Two Factor Theory of Motivations is the maintenance factor also known as the hygiene factor (Gomez-Mejia, Balkin & Cardy, 2016). The hygiene factor is the working condition, employee job security, employee benefit, salary’s, policy and the relationship formed with in the work place. (Gomez-Mejia, Balkin & Cardy, 2016).
Furthermore, the correlation of the work place need to meet the basic needs of the employee to ensure motivation can be achieved is supported by the
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.
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.
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.
Motivation originates from the word "move" and represents the reasons for people 's actions, desires, and needs. Motivation can be considered as the arousal, direction and maintenance of human behavior towards attaining some goal (Greenberg, J. and Baron, R.A. in Buelens et al., 2011).Motivating employees is vital if employers are willing to achieve maximum performance and productivity. The company shall attach great importance on its staff incentive system to enhance the loyalty and professional dedication of staff.
The success of any business depends on the productivity and satisfaction of its employees. Employees need to be motivated to work. Motivation can be defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation can be either intrinsic or extrinsic. For an individual to be motivated in a work situation there must be a need, which the individual would have to perceive a possibility of satisfying through some reward. Intrinsic motivation stems from motivations that are inherent and arise from performing the task of the job itself, which the individual gets a feeling of either positive or negative motivation as a result of
The purpose of this paper is to discuss motivation in the workplace. To have a successful company, employee must be motivated enough to work and get the job done. One way have success in the workplace is to define the morale and motivate employees. The human resource department or the manager are typically the personnel to identify the employees needs by either observing the generation, the psychological contract, or the main theories that were postulated by Victor Vroom (Vroom's expectancy theory), Abraham Maslow (hierarchy of needs), Frederick Herzberg (theory of motivation), Douglas McGregor (theory X and Y).
Over the last several years, the issue of employee motivation inside the workplace has been increasingly brought to the forefront. The reason why is because, globalization has been having an effect on the ability of firms to compete (which is placing more pressure on them). To deal with these challenges, most organizations are relying on their employees. The results are that those employers who are able to use this resource will be able to make adjustments quickly. This is when the firm will be able to maintain their dominance in the marketplace.
Herzberg's (1959) provides a two factor theory of motivation and job satisfaction. The first factors is "hygiene" or "maintenance" and the other "motivators" or
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
Frederick Herzberg’s two-factor theory of motivation is a content theory claiming that work motivation is related to two factors: motivators and hygiene factors. Hygiene factors include pay, fringe benefits, physical working conditions and company policies, whilst motivators are achievement, responsibility,
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.
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
This study is anchored on the two-factor theory by Herzberg. The two-factor implied as the hygiene factors and motivators. Hygiene factors are the things that you get from working like pay or salary. Motivators are the factors that produce job satisfaction like the level of responsibility and the amount of job control. Herzberg believes that hygiene factors are important but not enough for job satisfaction and motivation. If a hygiene factor is lesser than what the employee expected, he will be less motivated as well. In contrast, if the hygiene factors are enough, the employee’s level of satisfaction will only be neutral. Only the presence of both hygiene factors and motivators can motivate and satisfy the employee. Thus, if an employee is paid a lot but has no control over his job will still probably be unmotivated. If an employee has proper control over
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.
Therefore, in order to ensure employees are motivated at work, firstly, managers must satisfy the basic needs (physiological needs), such as foods, warm, etc. then move step by step towards the top (self- actualization needs).