Key Factors Within A Workplace Environment That Motivate Employees

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 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

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

Motivation is an important aspect of all organizations today if they are to be competitive it helps

When it comes to monetary incentives; Ashton (2014) reports that most companies are trying to retain workers with the promise of money but by doing that they are not ensuring the loyalty of the employees. This can mean that these employees will leave your company as soon as they get a better opportunity. Good salary is a good incentive for your employees to give their best work but is surely not enough (p.7). Employees need to be excited to come to work every day in order to be motivated.

There are two reasons why people do things, first because they want and willing to do, or second because they have no choice. If people do things when they have to, it is likely that they will do no more than necessary, and they will stop doing as soon as they can. Therefore, the term "motivation" is introduced, in order to make people want and willing to do things. This essay will be looking at how best managers can ensure their employees are motivated at work, because this is important for an organization to achieve its goals. Before we start, we have to clarify the term: motivation.

Motivation defines itself as the inner drive to act in a certain manner. Behind every action there is a motive.

Money is an important motivator for people who are extrinsically motivated. To increase extrinsic motivation in an employee, the management can use different payment methods according to the nature of their organization. These payment methods include time rate, piece rate or simply an increment.

The topic in the workplace that I have chosen to discuss is that of motivation in the workplace. Problems of motivation can cause performance issues, which cost businesses thousands of dollars each year (Nordmeyer). Low motivation delays employees from completing their work and causes many mistakes made within the workplace (Nordmeyer). The definition of motivation is the processes that account for an individual’s intensity, direction, as well as persistence of effort, towards attaining a goal (Robbins, p. 175). Motivation is a big issue for many employers when it comes to keeping their staff motivated and happy at work. When an employee is unhappy, they tend to be unmotivated. Many individuals are motivated by different things within the workplace and one deterrent can be when an employer is hostile towards their employees or has a lack of respect for employees. Another factor which may lead to unmotivated employees is when a company shows a lack of appreciation to an employee as well as gives off the attitude that the employee needs to bend over backwards for the company but the company does offer incentive to do so or understand the needs of the employee.

In the motivating of employees, there are certainly many theories, definitions, and ideas. Motivation is a continuous battle in the work place, and close attention must be paid to it in order to ensure productivity and performance. It is hard to look at one of these theories and say that one is the most accurate or represents the landscape the best, but I will apply my own ideas and experiences to the topic to better understand how motivation works from my perspective. In the second part of the paper, I will look at my own experience as an employee at Google and at an insurance company, to help understand the various theories in practice. I suffered from lack of motivation as an employee in my first two jobs for two different reasons that can be explored in further depth based on the readings.

Consequently, employees’ motivation plays a vital role in the organisation. Motivation (intrinsic and extrinsic) is a process related with

The term “motivation” is derived from a theoretical construct. Many times, psychologists have used this term to refer to something responsible for our action. The concept of motivation can be classified into categories: intrinsic and extrinsic. Extrinsic motivation is the one related to external factors that influence an individual’s drive towards action. On the other hand, intrinsic motivation is an impulse which comes deep from within a person and greatly influences their course of action. The applicability of both types of motivation at the workplace varies, depending on the organizational structures and policies (Tremblay, Blanchard, Taylor, Pelletier, & Villeneuve, 2009). Robbins and Judge (2007) add that at the workplace, motivation, especially extrinsic motivation, is regarded as a skill that is acquired through learning. It is inherent in an individual and does not get influenced by the environment. This paper will analyze the application and theories of motivation at the workplace.

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

Typically one thinks of regular raises as a great motivator of employees. In fact it is understood that the absence of raises can lower morale and affect job performance. Often due to economic downturns, however, companies may go for years without the ability to provide raises, making it imperative that the company find other ways to motivate employees. While raises may motivate employees, the amount of money one makes is not the only driver of motivation. However, raises can be an effective means if the employees are able to recognize that the raise represents a reward for good performance. Even when raises and bonuses are available, more often than not, they are not enough to motivate employees for long periods of time, such as the whole year. After a few short months, the impact of a raise can fade which will reduce the motivation associated with the raise (Blank, n.p.). Employees continually need to feel that their efforts and job performance are noticed and appreciated (Nornberg, 2014). Similar to children, who need instant gratification, some employees can be less motivated by rewards that are too far in the future. Employers may be able to more effectively motivate their employees for good performance and positive behavior if they engage in giving frequent rewards, such as paid time off or gifts (Blank).

Baron (1983) says that “motivation is a set of process concerned with a kind of force that energizes behavior and directs it towards achieving some specific goals” (Baron, 1983, p. xxx). According to Kreitner and Kinicki (2001, p.162) motivation represents “those psychological processes that cause the stimulation, persistence of voluntary actions that are goal directed”. Consequently, these definitions lead to the assumption that motivation is something evolving from within an individual as well as the individual being influenced by external factors.