How Can Managers Use Their Understanding of Motivation and Communication Theories to Improve Performance of Staff?

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An employee's motivation to work consists of all the drives, forces and

influences – conscious or unconscious – that cause the employee to want to

achieve certain aims. Managers need to know about the factors that create

motivation in order to be able to induce employees to work harder, faster,

more efficiently and with greater enthusiasm. Employees are motivated in

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

satisfaction, security of tenure, the respect of colleagues and so on.

The organisation's rewards systems may applied to the first motive and job

design to the latter. Much research has sought to discover the sources of

motivation is tentative and no definite conclusions can be advanced.
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Kamp, 1999) Money may work on a short term basis, but it

is certainly not enough to maintain motivation. For example, an extremely

large pay rise may be necessary to increase the motivation of someone who

is already on a high salary and " Some will accept a great deal of misery in

return for large quantities of extra cash over and above their basic needs. 5
Yet there are poorly paid people who love their jobs so much that they

almost have to be thrown out of the building at night." (Michael Morris,

2001) "Today professionals are not motivated by fear or a desire to pleased

their managers, they are motivated primarily by personal gain and what they

derived from their jobs." (Harry E Chambers, 2001 ) Manager cannot make

people be motivated, but they can set up an environment where the

motivating factors "respect", "recognition", "responsibility", "recreation"

(D.I. Kamp, 1999) are available so that they are more likely to decide to be


Managers not only should respect their
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