Innovation as a Motivator Essay

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 already discussed in Section 1, business productivity and change cannot occur without effecting people’s psychology to effect change. I initially felt that supervision would be fundamental to addressing and identify issues to allow reflection to plan a way forward to address issues, such as, performance management, productivity, effectiveness and understanding the views of the individuals to effect and improve individuals and team goals, and linking this to the business plan. This approach I

According to researcher Lindner (1998), motivated employees are needed in our rapidly changing workplaces to aid in the survival of organizations. Not only is it important to meet the needs of the consumer, it is equally important that to make sure that associates are taken care of and remain motivated. For this reason, Gibson, Ivancevich, Donnelly and Konopaske (2012) “states much of management’s time is spent addressing the motivation of their employees” (p. 125). According to the Encyclopedia of Small Business (2007), employee motivation is the level of energy, commitment, and creativity employees bring to their jobs; the inner force that drives individuals to accomplish personal and organizational goals (Lindner, 1988). Despite its obvious importance, employee motivation can be an elusive quest for managers due to the multiplicity of incentives that can influence employees to do their best work. The reality is that every employee has different ways to become motivated and the knowledge of how to motivate them is key to organizational success. It is imperative that employers get to know the personal needs and wants of their employees in order to establish tactics in which to motivate each of them. Once achieved, “managers are in a better position to encourage and reward employees to behave in effective ways” (Gibson et al, 2012, p.

| Thomas, in regards to the line you comment on "innovative changes often originate from lower levels of the organization", I totally agree withthat statement due to the fact that those lower level employees are the ones who are working in the fields, in terms of having their hands on the equipment and having the full knowledge of what improvements are needed in the work field. Innovation often derive from insight and even frustration at times. Good post.

When a person plans or wants to do something, he or she has a motivation for that specific thing. In other words, when a person does something, that person has a reason why he or she should do that thing. Not always there is a reason to do something, but sometimes may be many reasons that are backing a person to take those actions to do it. This happens not only to humans, or living organisms, but also in nonliving organisms. An example is when a rock which had bounced after it hit the floor while falling down. Scientists may tell some of the reasons why the rock does that kind of action, but they cannot tell all of the reasons that back the rock’s actions. A similar thing, as the scientists, was Alfie Kohn trying to do in his essay, “Why

Google, Inc. is a corporation that is known for innovation and amazing leadership practices. Google’s greatest innovation may actually be its managerial practice. Google is not led by a single CEO, but by a team that gives it immense strategic and management strength. (Nussbaum, n.d.) Engineers at Google are able to work on their ongoing projects 4 days out of the 5 day work week, and one day a week is designated for potential ideas of their own choice. (Sawyer, 2009) Google has innovation reviews, where each executive presents the most promising ideas from within his own division. The CEO is at these innovation reviews to listen to these innovative ideas. Another way to ensure that some of these ideas have the opportunity to be developed is to allow the engineers to work on these ideas for more than one day a week and in some cases full time. Allowing time to be creative and develop ideas is embracing the art of innovation and

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

“There is no escaping change- except for death! Thus it makes good and prudent sense to learn as much as on can about the nature of change, including how to embrace it and how to maximize positive changes”(Porter_ O’Grady & Malloch,2016.p.4). It is important for a leader to understand her own philosophy of innovation and leadership to be effective in the workplace. In this course, I learned how to develop my philosophy of innovation and leadership, and how to create my own personal mission based on my ethics and core values to be effective DNP leader in the future.

In the book “DRIVE - the surprising truth about what motivates us”, Daniel Pink says that people will not do a better job if they’re offered a reward. They will do a better job if given the opportunity to work on their own time, be creative and do good. He states, “The secret to high performance and satisfaction is the deeply human need to direct our own lives, learn and create new things and to do better by ourselves and our world”. He speaks about a whole new way that companies should look at human motivation. The book discusses three main components of motivation- autonomy, mastery and purpose. Autonomy describes how people want to be

Gore's competency to attain innovation can be traced from the company's culture where employees are encouraged to feel free, collaborate through self-motivation, and communicate among themselves. Gore's innovation stems from contributions made by flexible working schedules allocated to employees. Gore has granted all employees one day off per week in order to pursue their personal commitments (Hamel & Breen, 2007). New employees at Gore are put into wider roles, which include business development leaders or R&D engineers and not other narrowly defined jobs. In order to assist the new recruits to be at their best, each is allocated a guide who gives the newcomer guidelines on the norms of the organization. Instead, bosses are teams, which are made by associates. In this case, tasks are only accepted and are never assigned, but associates dedicate and commit themselves because this is the only way they are measured. This is a voluntary commitment, and many find it hard to keep up with it and opt to leave (Deutschman, 2007).

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

Since Engineers form half of the organization and as they like to do cool things, they can bid to work on anything they want to after their first year at Google. In this case the popular projects get more attention whereas the lesser popular ones don’t get attention. It is on the Project leads to sell their ideas to the engineers so that it appeals to their engineers.

It showed that trust, more business links and better understanding of standard principles were fostered by the incorporation of new ideas into any business. Such examples of new ideas had a direct effect on the progress of a business was when Apple produced the iPhone and iPad.

Johannes Gutenberg, a creator of the Renaissance, invented one of the greatest devices of all time, the printing press. Gutenberg was born in 1398 in Mainz, Germany to his parents, Friele and Else Gensfliesch. He also had two brothers. Not many people during Gutenberg’s time could read. But he was determined to be able to read. The only books back then were written by hand by monks and were very hard to come by. These books were also very expensive and would take a couple months to make. Because of this inconvenience, all books were preordered ahead of time so that the monks could have enough time to write them and get them to the person buying them when they needed the book. Gutenberg had a few other jobs before he became an

‘Motivation’ is derived from the Latin term ‘movere’ that means ‘to move’. Thus, motivation is a process that starts with a physiological or psychological deficiency or need that activates a behaviour or a drive that is aimed at a goal or incentive (Luthans). Broadly speaking, motivation is willingness to exert high levels of efforts towards organizational goals, conditioned by the efforts’ ability to satisfy some individual needs (Robbins). Need means some internal state that make certain outcomes appear attractive. An unsatisfied need creates tension that stimulates drives within the individual. These drives generate a search behaviour to find particular goals, that if attained,