Motivation And Performance 2. Deborah Leupold. Bus 610:

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.

Motivation is a hugely important aspect in the lives of working people, generally. It gives people the will to keep going, and at the same time, allows them to work towards something, and have something to aim for. Whilst money is a well received incentive to help keep employees on task, it is often thought of as the only motivator. Employees react well to a number of motivational incentives, with money being only one of them.

The biggest problem to a manager is managing employees. This is because employers often do not know how to handle their employees. An effective manager knows that motivation is a difficult skill to acquire. So over the years, many theorist have studied motivation in order to

However, it is difficult to ensure the motivation of employees. This is one of the most important reasons that

There are very many factors that motivate employees to do outstanding work in their jobs. Though most of them are non-monetary factors like participative decision making, work teams, challenging jobs, goals in life or in the company, power and other factors. Most of the employees that emerge in their workplace, either in a small cubicle or a mega office have got some drive that enable them to perform in their work, but the key question is, is money is the key motivation in their workplace? In this essay both sides will be argued in order to find the answer to this (Robbins, Odendaal & Roodt, 2003).

In most organisation, money is often seen as a prime motivator for employee in the government and corporate sectors. It empowers them to perform better and contribute to the organisation objective goals and productivity, however, following the shifting of economic conditions and social values, people's desire is dramatically changing. Most employee may feel that they are affected by internal and external

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

Motivation is the force that makes us do things, whether accomplishing personal goals or completing tasks at work. Most people are motivated as a result of their individual needs being satisfied, which gives them the inspiration to perform specific behaviors for which they receive rewards (Kinicki & Williams, 2011). These needs vary from person to person, as everybody has specific needs to be satisfied. When we consider factors that determine the motivation of employees, many of us think of a high salary. This answer is correct for the reason that some employees will be motivated by money, but mostly wrong for the reason that it does not satisfy other needs to a lasting degree (Bizhelp24, 2010). This supports the idea that human

Similarly the dissatisfying or the extrinsic factors like company policies, salary, co-worker relations, supervisor relationship and job security etc. feels the employee dissatisfied and less motivated. In the same management guide it has been clearly mentioned that the perceived inequality has been shown to lead to low motivation. It has also been pointed in the guide that by investing the time will provide opportunities to employee motivation.

An employee who is addicted to the alcohol and substance abuse does the job to meet the minimum requirement, in order, to sustain their job and to get their paycheck. But from the organizational point of view, the overall productivity is highly

Most employers want their employees ' enthusiasm and ready Work, but do not understand what really motivates a person. The company could be if a more efficient Employees worked in the company 's future investment interest. Necessary requirements Meet people, especially employees, to succeed in the workplace. I will examine Different theoretical motivations, how they are related to work, and how employers Implement the theory, ensure a pleasant and motivating employees. The most important theories include: two-factor hierarchy of needs theory, Herzberg In theory, Aristotle seven reasons, as well as different types of motivation. Related to each theory In fact, there are all the people, in order to meet the demand. Every employee is at different stages of their Life, which requires different management methods. This suggests that the motivation must come From employees. The survey will help the theory describes how managers can Their employees affected unyielding faith, and to produce the best work possible. There are two specific types of motivation: the financial and non-financial. I will focus on How employers can encourage the use of financial instruments and their employees, as well as non-financial Recognition. In this day, there is no money to spend forever in a rich amount Motivation, so managers can learn how to make their employees feel it is very important Importantly without breaking the bank. Both types require a strategic approach to be executed

With this being said, motivation is very complex and is continuously fluctuating over time (Maslow, 1954). Getting employees optimally motivated is very difficult, due to the various components that go into motivation. However, when an employee is positively motivated, they will be able to accomplish any task set in front of them.

One of the first authors that dealt with the sources of motivation was Frederick Taylor who focussed on the overall productivity of an organisation. He linked this productivity to the effort an employee puts into their work which in turn is dependent on monetary rewards (Taylor, 1911). This theory was established in the context of the industrial age and thus is outdated for today’s analysis but it still provides a basic assumption which is often referred to by other authors. The total neglecting of a worker’s intrinsic motivators is a starting point for discussion for authors that conducted research in that area after Taylor.

A number of aspects have emerged in the last ten years regarding the behaviors of employee in making retirement decisions. This dissertation investigates various insights from previous studies about how employees make investment, saving and manage their retirement plans. The purpose of this study understands the behavior adopted by the individuals while making economic decisions and the reaction of the market towards these decisions. Past studies demonstrate that majority of employees make little savings towards while others make poor choices and other use their accumulated investments quickly when they retire. The behavioral basis for these trends is overconfidence, restricted regulation, and so forth. Providing detailed understanding on the reasons why employees do no attain ideal results of their retirement plans, presents practical basis for policymakers and sponsors in charge of designing, controlling an assessing organisations that offer financial security when employees retire. In particular, literature shows that the design of pension plans should be made in a way that it 's automatic for employees unwilling to exercise control of their savings in old age.

To appreciate what motivates employees in the work place what must first be considered is what motivation actually is. Once this is understood then employers can look at where money comes into to play and how or whether it may be used as a tool in motivating employees. So what is motivation? Motivation consists of the “biological, emotional, social and cotgnitive forces” Cherry, K, (2016) Motivation: Psychological Factors That Guide Behaviour. Very Well. 16 June. Available Online: [https://www.verywell.com/what-is-motivation-2795378] that stimulate a behaviour or more simply why one carries out an action. At the centre of this essay will be Maslow’s Hierarchy of Needs (1943, 1954)) and its application to other theories of motivation such as those of Herzberg, Mayo and Warner.