Motivation And Motivation For Employees

Motivation is necessary for employees to grow and stay satisfied with their jobs and their current employer. Motivation is a driving factor that leads people to work harder, produce higher quality work, and contributing to the factor of overall satisfaction, which leads to better employee retention. Everyone is unique, with their own set of unique values and ideas. To be successful in instilling motivation within a company there has to be multiple strategies in place to reach each individual.

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

This paper will address why employee motivation, recognition and rewards keeps employees working effectively and efficiently. Employee motivation is very important to a company’s production and quality of work, It is important for management and companies to recognize employees’ hard work and have an incentive program to show appreciation.

First, I’ve learned in this course that motivation in employees can be separated into two concepts: intrinsic motivation and extrinsic motivation. Intrinsic motivation comes from internal rewards inherent to a task or activity in itself, such as the enjoyment one gets by accomplishing a big project or goal. On the other hand, extrinsic motivation comes from an outside source of reward such as pay, promotions or bonuses. For a company to succeed in motivating their employees they will have to assess these values.

Employee motivation is an important business issue in every organization. Motivation is the reason that we do things (Kiniki & Fugate, 2016). I have noticed a distinct lack of motivation that is pervasive in my organization. There are two forms of employee motivation: extrinsic and intrinsic motivation (Kiniki & Fugate, 2016). Extrinsic motivation involves external rewards such as recognition, money, or a promotion (Kiniki & Fugate, 2016). This form of motivation is not prominent in my organization because raises and promotions generally come from years of service. Intrinsic motivation involves positive internal feelings from doing a task well (Kiniki & Fugate, 2016). This form of motivation is the leading form of motivation in my organization. Intrinsic motivation is essential in governmental agencies due to the lack of monetary rewards.

The aim of this paper is to provide an analysis of what science teaches about motivation and give a contrast between intrinsic and extrinsic rewards as they relate to employee productivity. Additionally, this paper will include identifying and elaborating on

0 “Effectively motivating employees has long been one of management's most important and challenging duties“ ( Hartzell, n.d.) since Industrial Revolution. As time passed discussions about motivating employees became bigger and definition of motivation much clearer. In fact the exactly definition of motivation can not be objectively set up, unless the definition would count with all individual aspects which influence person. By this time many people are confused even by the meaning the world motivation. “Motivation actually describes the level of desire employees feel to perform, regardless of the level of happiness. Employees who are adequately motivated to perform will be more productive, more engaged and feel more invested in their work.”

Over the last two hundred years, management has changed and along with it have the motivators within the workplace. It is vital that managers are able to motivate employees to perform at maximum productivity and due to the importance of motivation, several theories have been developed to ensure this. While some theories have been around longer than others, the information found within them can still help managers motivate staff today with some being more effective than others.

A manager’s objective must be to help construct an organization with employees that motivate and inspire each other. Employees’ motivation are important. Motivation affects employee’s performance, which affects the company’s overall success. It leads to greater work performance. Motivation is important because it creates the drive for employees to perform their responsibilities and achieve their organizational goals. “It is the psychological catalyst employees and owners require to reach the goal” (McKay, 2014). In order for managers to create a strategic motivational plan, managers need to have a better understanding of what motivates their employees.

The central problem that always employers and employees face is the employee motivation. The workers who put no effort to do their best in their jobs which will lead to low quality of work and give no benefit to the organization are the one who are not motivated (Amabile 1993). On the other side, employees who are apparently to be very intelligent, action oriented, ambitious, autonomous and always put an effort and sacrifice their time to put the organization at the ease are the one who feel motivated to work. In spite of the fact that a lot of research has been done on motivation, but in order to figure out the problem on why employees of an organization does not present at the most so far has been incapable of any definitive conclusion.

One of the major challenges management faces is motivatingemployees to do their best at work. Successful organizations have motivatedand enthusiastic employees. In this paper I will summarize three articles I’ve found in Harvard Business Review and relate them to chapter 16 from our text on motivation. In this summary I will show the relationship between a motivated workforce and corporate performances. I will then apply the concepts from the articles and the text to management in a personal organizational setting. The first article was abouta new model of employee motivation. For centuries thinkers and behaviorists have studied whatmotivates human beings. Today knowledge of brain science, neuroscience, biology, and evolutionary

Employee motivation through the use of rewards systems has been used for a millennia as people tend to be motivated to work harder when offered rewards for good work. The 21st century has experienced major changes liked to motivation within the public sector where professionals are today looking for a wider verity of motivators and not limited to financial incentives (Sandhya & Kumar 2011). This makes challenging for managers and professional at work to coordinate and deliver high quality working environments and facilities so as to ensure the company professional remain on the job. Today a company workforce has become very choosy and they are becoming more particular on different aspect such as how they are treated and addressed by the superiors while at work. This has resulted public service motivation strategies greatly varying whereby professional are not limited to financial rewards and many professionals are actually concentrating on other forms of motivation besides money. To enhance motivation in the right manner at work and ensure high performance among employee it’s important to implement a wide range of motivational rewards approaches and strategies which will cater for each individual staff member’s needs (Dent & Holton 2009). This requires for direct involvement of the employee on most decision-making processes as this allows for the motivational drivers to be identified and implemented.

One of the key aspects of management is motivating. Finding the right form of motivation is a problem that's been around ever since motivation in the work place was conceived as an idea. As of now, there are several theories to what kind of motivation works the best to get an employee motivated to produce their best work. Unfortunately, many try motivating employees by using extrinsic rewards, such as cash or the like. What they don't realize is that in the long run, this is making their employees less productive than they were to start with.

One of the most important assets of any organization is its human capital. Employees 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 more 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 improved performance of the organization by linking the employees’ goals and objectives with the strategic goals and objectives of the organization. Motivation plays a significant role in influencing employee behavior and driving their behavioral outcome to meet the organization’s expectations.

There are countless books, seminars, and videos on the subject of motivation, particularly with regard to motivating employees. As businesses continue to try to find ways to squeeze more and more productivity out of a shrinking number of workers, motivating those employees is a critical factor in the business' success. Being in a management position is not easy, and not always fun. The position comes with much responsibility and can prove very stressful. Holding a management position often means you are put in charge of large numbers of people, all with different attitudes, moods and dispositions; whose performance you are held accountable for. That is the bad news. The good news is even if things are not