Motivating Employees

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.

In any workplace, workers are no doubt the essential mainstay that holds any business or corporation together. Employees achieve important tasks to help the company’s long term vision and goals to be successful and efficient. A business can’t be successful without a proper management that is why it is important for employees to enjoy going to work and they also have maintain a positive attitude while being productive and completing tasks. Motivation is what gives a person the purpose to perform or behave in a certain way with the desire or willingness to gain something. There are two types of motivations, motivation that comes from a person and motivation that comes from materially goals. It is very necessary that employers keep their employees motivated and encourage them to perform above expectations.

Health care organizations in recent decades have found they must do more with fewer resources, in particular fewer human resources. Economic instability in the United States coupled with governmental changes in health care reimbursement structures have compelled considerable reductions in force in health care organizations and in some instances elimination of services previously provided. In this economic environment, dedicated and motivated employees in health care facilities are the most valuable resources of the organization. However, for employees to be valuable to the organization they must be engaged in the goals,

Social needs acquired by such employees include love, acceptance and belonging. They must feel accepted and a sense of worthiness before they can work up to fulfilling other, more difficult needs. The esteem level on Maslow’s Hierarchy of Needs is the need for appreciation and respect. After the other levels of needs have been fulfilled, the esteem needs begin to play a prominent role in motivating behaviour. Theory Y employees will be motivated to gain respect in their organisation by achieving company objectives and by showing management their skills and abilities. The top need desired by such employees is self-actualisation. Maslow himself said;

By using Maslow’s theory of human motivation leaders can recognize which needs have been met and how to motivate their followers to achieve the next level. The first level on the hierarchy are physiological needs, the most important part of this level for leaders and followers are wages. Organizational leaders have the ability to motivate people with wage increases and bonus programs in order to motivate individuals to the next level. Another physiological need in the work place is to provide the equipment necessary for employees to do their jobs as well as provide a clean and healthy work environment (Sandri and Bowen, 2011). The next level of Maslow’s hierarchy is safety. For leadership management this includes providing health benefits as well as retirement plans where they match contributions (Sandri and Bowen, 2011). By doing so it helps employees feel there is a long term sense of security and are then motivated to be loyal and hard working. The need to feel loved and belonging are the third tier on the hierarchy of needs. This can be accomplished by allowing co-workers and leaders to collaborate on tasks. When individuals feel they are part of a team they feel as sense of belonging and can them move to the fourth tier. On this next level employees are motivated by the fulfillment of esteem. This, in my opinion, is a level that is often forgotten yet

One of the challenges that have interested me for a long time is how to motivate the people who work for me. Prior to doing my first paper on motivation, I believed that money is what motivates employees and it was the responsibility of the employee to engage themselves in the company, I was incorrect. I learned that there are several theories on what motivates people and all of these theories suggest that money isn’t a prime motivator that creates a happy effective workforce. All of the motivation theories suggest that employee satisfaction is the key to maintaining an effective workforce. There are warning signs an employee’s needs are not being met, they may begin to regress rather than advance in their assigned duties or career advancement which, is a sign they have issues with their position and intervention may be needed. In my readings on motivation when preparing to write the first paper, I read a quote from Jack Welch, CEO of General Electric, who explained that it is the company is responsible to engage the minds of every single employee, the employee is treated as an investment

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

Ali joined CVS Caremark project at TCS-Noida in November after a successful stint at Aviva in TCS-Bangalore, where he had worked as a trainee. He had always wanted to go back to his hometown and live with his parents and when he got a transfer to Delhi he didn’t waste a single moment in saying yes to the new project and heading towards Delhi. Many of his friends were also moving out from Bangalore at the same time which only made his decision easier. He felt that Caremark offered better career prospects, as it was a new project and they were offered to work on the current technologies that were in demand in the market. Ali was sure he would excel in his new position at Caremark, just as he had done in his old job at

In today’s turbulent, often chaotic environment, commercial success depends on employees using their full talents. Yet in spite of the available theories and practices, managers often view motivation as something of a mystery. How are employees motivated? What are other companies doing to motivate employees and is it possible to motivate employees without money? These are questions that need to be answered.

There are many theories regarding what motivates employees; McGregor’s Theory X and Theory Y is the first theory that I will examine in relation to motivation in my organization. Theory X is a “pessimistic view of employees: that they dislike work, must be monitored, and can only be motivated with rewards and punishments” (Kiniki & Fugate, 2016, p. 148). Holding this theory would lead management to focus on extrinsic motivation such as monetary rewards. Theory Y is a “positive set of assumptions about people at work: that they are self-engaged, committed, responsible, and creative”

The question of how to motivate employees is the most urgent. Because employees are valuable resource of any organization. And their willing to satisfy customer needs, increase and improve productivity is vital for an organization growth and success. Therefore, managers should clearly understand needs of their workers. The aim of this project is to try to understand what can be done in order to motivate the workforce competently. This report presents an example of motivation plan that focused on increasing job satisfaction, enhancing productivity and quality of goods and services and reducing employee turnover. Moreover, the most efficient ways to motivate employees are proposed. In addition, this assignment provides managers with information regarding importance or teamwork. Finally, effective practical strategies are recommended.

Maslow’s hierarchy of needs considers five interdependent levels of human fundamental needs. It starts from lowest level (basic physiological) needs that involve food, water and air to survive. Second level implicates safety and security. Third level is about social association, love and belonging. Fourth level of this hierarchy of needs includes self-esteem and the last and highest level of this theory is self-actualisation that is directly linked with achievement and accomplishment (Skemp-Arlt &Toupence, 2007).

Donna wants to motivate her staff to achieve high sales resorts. What awards can be given along with the trophies to motivate the staff? Give some specific examples and how they would tie in with the evening, be motivational for all retail managers and store staff.

Industrial/Organizational (I/O) Psychology is devoted to the study of employee behavior in the workplace and understanding the issues facing organizations and employees in today’s complex and ever changing environment. Motivation refers to the set of forces that influence people to choose various behaviors among several alternatives available to them. An organization depends on the ability of management to provide a positive, fostering and motivating environment for its employees in order to increase profits, productivity and lower turnover rates of its employees. The purpose of this paper is to discuss and compare six academic journal articles and explore the behavior, job, and need based theories of motivation that can aid management in motivating and understanding their employees. Finding that delicate balance to can sometimes be elusive so effectively learning how to motivate by understanding, controlling and influencing factors to manipulate behavior and choices that are available to employees can produce the desired outcome.

Motivation is one of the most important factors in managing a successful business. Motivation is needed for employees to reach their potential. Many people say that no one can motivate another person, but what they mean is that motivation is found only within that person (Mosley Jr, Mosely Sr. and Pietri 195). Motivation is defined as giving of reason to act or the act of giving somebody a reason or incentive to do something. Managers and supervisors would like to attempt to give their workers an incentive to perform their best. What are the ways managers and supervisors can motivate their employees?