Motivating Workers Can Be One Of The Most Challenging For Management

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 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.

“Motivating Employees” is a book about how employee motivation is driven by companies that invest and grow their employees. One of the most important traits of highly effective and successful companies is that employees are happy and have fun at work. Leadership is not assaulting your employees, but to lead your employees you need to motivate by using caring,

Why do we need to motivate employees? The answer is survival. Motivated employees are needed in our rapidly changing workplaces. Motivated employees help organizations survive. Motivated employees are more productive. To be effective, managers need to understand what motivates employees within the context of the roles they perform. Of all the functions a manager performs, motivating employees is arguably the most complex. This is due, in part, to the fact that what motivates employees changes constantly. For example, research suggests that as employees' income increases, money becomes less of a motivator (Kovach, 1987). Also, as employees get older, interesting work becomes more of a motivator.

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.

It is very important to learn how to motivate employees, employees are one of the most important tools for any business, they are the ones that have a direct contact with customers. As we go over the chapter we learn that in order to motivate employees’ money is not the best option. We can motivate employee make the feel valuable, understanding their personal needs, thank them for their job performances, recognizing their improvements, respect them, etc. If an employee is happy at his job environment their performance will be the best, and management doesn’t have to be over them all the

Motivating people that are working under management can be a difficult task at times. Everyone is unique, no people are exactly the same and each person needs something different to become motivated and with that the challenge comes in for the managers, finding the right motivator for the right employee. Knowing and caring about the employees needs will help managers know what type of rewards to offer as a way to motivate their employees. The success of any organization, especially health care organizations solely depends on the skills of managers and how they present the work environment for their employees. When employees are motivated they tend to be more satisfied with their jobs and will stay with the organization much longer as a result of their satisfaction.

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.

High employee motivation helps businesses to achieve high levels of productivity and eventually more profits. A highly motivated workforce is energetic, creative and committed to organization’s goals. Therefore it is important for the management to achieve highest levels of motivation of their employees by using extrinsic and intrinsic motivational strategies to form a profitably organization.

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.

The success of any organization depends on the ability of managers to provide a motivating environment for its employees. Motivated employees are more productive, happier, and stay with the organization longer. One of the primary tasks a manager faces is to find out what motivates their staff. By understanding employee needs, managers can understand what rewards to use to motivate them. Providing constant feedback, incentives and the ability to change as needed all a part of this plan. I believe that the motivation plan can be the first step in expanding the boundaries of performance. If the plan is used and changes made to fit each unique situation that may arise this motivational plan can provide many rewards and the organization will benefit. Proper motivation is the key to successful business.

Motivation is the willingness to exert high levels of effort toward organizational goals, conditioned by the effort's ability to satisfy some individual needs (Robbins, 168). For some business analysts, employee motivation is a good way to increase productivity in an organization. When people get motivated, they will have a reason to put more efforts on what they are doing. Motivation is a crucial management tool in lifting the organization's work force's ability. There are many different ways to motivate employees. Employers can motivate their workers as individuals, groups, teams, or the organization as a whole.

The meaning of motivation has been defined as follows: the psychological process that gives behavior purpose and direction (Kreitner, 1995); the internal drive to satisfy an unsatisfied need (Higgins, 1994); the will to achieve (Bedeian, 1993); and an inclination to act in a purposive manner to achieve specific needs (Buford, Bedeian, & Linder, 1995). What motivates people can vary from person to person. For example, one person may be motivated by monetary rewards or extrinsic factors, while others are motivated by recognition and achievement or intrinsic factors (Linder, 1998). Motivation plays a vital role in an agency’s management. The key factor is to identify the method of each employee’s motivation and work on that to increase job satisfaction and decrease job burnout. A successful leader will need to understand different motivational theories and must be able to determine which strategy or combination of strategies works best to motivate each member of their team.

One of the most important assets of any organization is its human resources. Human resources play an important role in organization’s performance and success. So motivating employees is considered by organizations as crucial to retain the employees and drive them to perform better. Motivated employees tend to be gore effective in fulfilling their job responsibilities. Baack (2012) notes that the exiting literature on motivation seeks to develop an understanding of the nature of motivation, how to increase motivation level in employees and improve employee performance; thus, in turn, improve overall performance of the organization. Motivation helps employees to feel encouraged to perform effectively and thus, contribute towards

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).