Human Potential Untangled

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.

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

Build confidence in them by encouraging about the future opportunities and not bringing past mistakes to criticize them.

There are as many different methods of motivating employees today as there are companies operating in the global business environment. Still, some strategies are prevalent across all organizations striving to improve employee motivation. The best employee motivation efforts will focus on what the employees deem to be important. It may be that employees within the same department of the same organization will have different motivators. Many organizations today find that flexibility in job design and reward systems has resulted in employees ' increased longevity with the company, improved productivity, and better morale.

should have cautious , alert mindsets. They can show them that they're ready to be successful .

Motivation is something all humans want. We like to feel appreciated but not everyone is motivated by money. Money is a good tool but if the company gave money to every employee, the company could go bankrupt. So employers need to find ways to motivate people besides

Extrinsic motivation e.g. Money is the critical incentive to motivation in today's work environment However , motivation differs from individual to individual and with their respective beliefs and values, circumstances and culture. It is important for mangers to identify which motivation factor works with which employee and apply it respectively In any environment, both Intrinsic and Extrinsic motivations are needed for work satisfaction and work performance

They have a valuable attitude to learn by doing that could be precious in some working

In “Understanding Management”, there is a chapter on motivation that covers both extrinsic and intrinsic reward. The material does highlight the increasing trend of motivating people through appealing to those intrinsic needs and how it

It derives from feelings, actions, cognitive forces of behavior (Cherry, 2018). Motivation is an essential part of life, personally and professionally. It is this driving force that allows you to strive for better and greater things for yourself. Others see this as a sign of strength, fortitude, determination, diligence and even perseverance. When a person is motivated to do something, they take great care in the process to achieve that goal from start to finish (Kinicki & Williams, 2016). While each goal is significant in its own right, it is just as important to complete for the overall goal at hand. Often times there are motivational factors in the workplace that allows for greater rewards. These rewards can be monetary and nonmonetary. In a previous job I worked as project manager for a call center. In this position, one of the main factors of my job was coming up with ways to motivate the call center employees without monetary rewards. This in itself was a challenge but allowed me to be creative while becoming more engaged in the wants and needs of the call center. One of my favorite nonmonetary rewards consisted of being able to set up a movie and game room for the representatives to use during their breaks. Each day I would play a different movie for them to watch on their breaks. In another room I was able to set up game and provide game passes. If they met their metrics for the month, I was able to get them time off the phones in pairs to play board games, puzzles, and even the Nintendo game system brought from home. This gave them the ability to unwind from their calls and from intermittent work stresses. In other instances, I was able to have themes days such as beach day, the first day of summer allowing them to wear shorts, flip-flops, and hats. There was a denim and diamonds day which consisted of them dressing up in denim and diamonds and I served mocktail, non-alcoholic

It’s important to understand that every experience and interaction at work has the potential to influence an employee’s engagement level. Each person is unique, and to influence their commitment requires an understanding of what motivates them. The most important thing any leader can do to improve engagement is focus on the employee’s individual spirit as well as the team’s and to ensure that they are in complete

There are many ways in which companies can encourage and support motivation. Some of those techniques are: Involving employees in decision making, providing feedback, keeping employees informed at all times, building trust and relationships, and much more.

There are several different ways an employer can motivate their employee's: job design & goals, performance appraisal, pay, and career development.

In contemporary world, with the development of economy, the competition among companies is the competition among the human capital in different companies. The companies hire the competent work force to complete jobs in order to achieve companies’ objectives. Human resource management becomes the central managerial tasks in companies. In the aspect of companies, recruitment is an important process to select and hire talented work force for them to gain competitive advantages. This essay focuses on the graduates’ recruitment. For the work force to complete the jobs they need to put effort which means work is the performance which come from the workers’ bring out potential. The central concern of the current human resource management is recruitment of next generation and the human resource management’s ethical claim are configured. These claims answered the lots of ethical questions and outlined the ‘ethos’ of future ideal workers and the central of the ethos is the principle of potential (Costea, Amiridis and Crump, 2012). This essay is focuses on explaining and illustrating the principle of potential and its constitutive concept. This essay finds that if the principle of potentiality do not take the human limit into account the human resource management ethos will be dangerous for individual.

Being rewarded and recognised for their work or contribution is what keeps an employee motivated to work towards achieving the organisational as well as personal goals. When the employees is motivated by rewards, they will have job satisfaction consequently increasing the productivity of the organisation. It necessitates the need of managers to pay more attention in understanding their employees and come up with suitable types of reward systems for the organisation so that the employees are intrinsically and extrinsically motivated all the time. The hypotheses that I put forward here is to support this statement that effective reward management is critical to