Motivational Directions And Aspects Of Management

Contemporary theories describe leaders according to their traits or how they use influence and power to accomplish their purposes (Germano 2010), especially in times of change. These leadership styles and their impact are autocratic, democratic, bureaucratic, charismatic, situational, transactional and transformational (Germano).

This report will explore the problem of motivation at the workplace. Human resource practitioners now consider motivation as the biggest challenge to the modern workplace. Numerous surveys done in the UK and elsewhere in the world suggest that only a fraction of total employees is happy with their job. This is problematic because employee output is dependent on their level of motivation. Demotivated workers impose a cost on the employer due lost productivity. In other words, companies can improve performance of their organization by investing in improving employee motivation at work. From a theoretical perspective, employees lose their motivation if their needs are not met. Maslow hierarchy of needs suggests that employees can be motivated by meeting their needs. This paper also examines

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

2. What is MOTIVATION? Derived from the Latin word „MOVERE‟ which means „to move‟ The processes that account for an individual’s intensity, direction, and persistence of effort towards attaining a goal.

Motivation is one of the most important aspects of an effective organization. The saying, “happy wife happy life,” can help explain the importance of motivation and its outcomes in a comedic approach. If the “happy wife” is thought as “happy employees,” then the results would produce a more enjoyable and productive organization. This analogy is a way to think about how important the happiness of others can affect the big picture. Creating an environment and culture that is internally and externally motivating helps workers strive toward a desired outcome. Motivation in the workplace makes employees work harder, extensively, and diligently at their job with aspiration rather than disgust. Motivating performance in an organization forces the worker to have the “want” mentality to be the best or produce the best results.

The purpose of this paper is to critically evaluate and review three journal articles by John Honore (2009), James Lindner (1998), and an article by Fred Herrera (2002). All three articles discussed the topic of employee motivation in the workplace. The authors examined several motivational theories and put forward their ideas on the concepts and application of motivational techniques. The authors’ work provides insight into the psychology of motivation and the different factors and theories that affect it. My conclusion is in line with the authors’, motivated employees are needed for the organisational survival and just like our constantly changing environment and each individual is different, motivational techniques need to be continuously explored and developed.

Human Resources is dependent on the success, happiness, and contentment of employees that keep the business on course. Motivation is one of the best ways to push employees forward while making sure everyone is in a comfortable position in their job. Motivational theories just attempt to explain what motivates or makes people act the way that they do. The goal of understanding these theories and their outcomes is to ensure a better performance from each employee, and to give each of those employees the best situation they can have in the workplace. Visionaries such as Abraham Maslow, Frederick Herzberg, and Henry A. Landsberger also brought forward new ways of management and ways to handle internal situations that changed the landscape of human resources as a whole. Motivational theories instituted in the workplace have a commonly positive effect on both employees and management, showing that it is important to strive for proven motivational practices.

Motivation as a term has been derived from the Latin word “movere”, meaning to move. Motivation aims to those psychological processes that can cause the arousal, direction, and persistence of voluntary actions that are oriented towards a common goal. Motivation is the “willingness to exercise higher levels of effort toward organizational goals, backed by the effort’s ability to satisfy most of the individual needs”. Needs here are internal states that makes some outcomes attractive. Unsatisfied needs create anxiety that stimulates drives within the individual. These drives then triggers search behaviour to look for particular goals that, if accomplished, will satisfy the needs and lead to the reduction in anxiety. This concludes

Wilma Rudolf was dejected after doctor told her that she will not be able to put her legs on ground and she would no more be able to walk and run like normal person. Her dream to be fastest lady on earth seemed to be fading away and then a magic turned everything upside-down.

Nowadays it is widely accepted that the most important resource of any company are its employees; therefore competent manager need to have the clear understanding what motivates their subordinates to achieve effective performance as from efficiency of their work the success of the organization depends. Consequently, the task of manager consists in as much as possible effectively to use personnel opportunities. In independence on the manager decision the effect from it can be received only in case if this decision would successfully be embodied in the employees’ affairs. And it can occur only in case if workers are interested in results of the work. For this reason, it is necessary to motivate the person, to induce to action.

Motivation in the workplace has been a frequently discussed subject for at least a century. Whether an employee is doing paperwork behind a desk, helping to put together a car on a conveyor belt, or trying to make a sale, motivation is essential in their job. The reason behind this is simple enough- the more motivated an employee is the more work they tend to get done. However, it can be a struggle for managers to keep their workers motivated. This struggle has led to the development of numerous motivational theories, all aiming to help managers keep their employees motivation high. Among these theories, three stand out among the rest as the most relevant theories for the modern workplace- McClelland’s acquired needs theory, Locke’s and Latham’s goal setting theory, and Vroom’s expectancy theory.

Stress and conflict in the workplace can cause major emotional and physical damage to the facility and workers. In the past, there have been reports of tragedies caused by disgruntled workers who may have clocked in with a gun in hand. We are going to look into ‘three motivational theories including the relationship of stress and conflict in relation to individual motivations.’

Why study motivation? To state it simple you need to know motivation to be a better leader to accomplish your business goals. Employees are like sheep you need to lead them to accomplish the mission. It is much easier to lead a group of individuals when they have a vested interest to accomplish it. You create that interest through motivation.

Job performance is essentially a function of ability and motivation. One’s ability can be developed through training, education, and work experience. However, substantial developments in motivation can be obtained fairly quickly. As an effective manager, may achieve a significant increase in your team 's performance by improving its motivation; this begins with understanding what motivates people. According to Maslow Hierarchy of needs theory (Robbins et al., 2014), there are 5 levels of motivation that a manager should recognize as it relates to what motivates individuals and how people are motivated. This has been demonstrated throughout my career as different things motivate different people. The motivation can come right

Having grown up as the youngest of three boys, each of whom had vastly different educational experiences, I have always been intrigued with the concepts and methods of motivation. My two older brothers were adopted in 1970 and 1972 and when my mother “accidentally” got pregnant with me in 1974, my parents were destined to raise three boys with three completely different genetic and psychological make-ups. My oldest brother failed to make it out of eleventh grade despite scoring high on aptitude tests. He had significant behavioral issues and was constantly in trouble with the law. My middle brother had mild dyslexia and emotional problems that later in his adult life was diagnosed as ADHD. Looking back, low self-efficacy and learned helplessness was rampant in the psychology of my brothers within the classroom. Schoolwork was a major struggle and they failed to place value on success or failure. They were not motivated to perform in school despite being raised in a supportive, loving family. And so I have always wondered, why? Did their teachers accept their habituation as laziness and fail to explore different motivating techniques? Could my parents have done more? Why are some children more motivated than others?