The Effect Of Motivation On The Workplace

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.

A question often asked by first-line supervisors and managers is “How do we motivate our employees?” Effectively motivating employees to achieve a desired outcome is one of the most important functions as a supervisor or manager. There is evidence to show organizations are facing challenges retaining employees due to limited opportunities for advancement and the current competitive labor market. It does not appear things will get any better in the future. The loss of employees represents a loss of skills, knowledge, and experiences and can create a significant economic impact and cost to corporations as well as impacting the needs of customers. Managers who can motivate employees assist the organization by

We present this analytical report, finished at your request, by correcting the formatting of the existing report and writing the unfinished parts. We include reasons and consequences for lack of motivation along with the techniques or strategies to motivate employees. Also included are benefits of motivating employees.

Motivation is a key element in the workplace and it is very important to know the basic theory methods and application because it is something that is unavoidable for all of us and will come up in any workplace environment. It is a necessary skill for a future manager or leader to know how to motivate other people in order to work more efficient. Though this project I have become familiar with the subject and realize the importance of motivation.

Over the last several years, the issue of employee motivation inside the workplace has been increasingly brought to the forefront. The reason why is because, globalization has been having an effect on the ability of firms to compete (which is placing more pressure on them). To deal with these challenges, most organizations are relying on their employees. The results are that those employers who are able to use this resource will be able to make adjustments quickly. This is when the firm will be able to maintain their dominance in the marketplace.

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

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.

Most of the time employers complain about the motivation their employees or lack thereof. These issues can affect the performance of the employer, employee and the profitability of the business. This can work both positive and negative. Overcoming this, employers have to come up with a method of ways to address the issues.

Once I would like to start off explaining what motivation in the workplace. Motivation is an employee 's intrinsic enthusiasm about and drive to accomplish activities related to work. Motivation is that internal drive that causes an individual to decide to take action. The five job related factors that can hinder motivation in the workplace are (1) Inadequate Job Skills, (2) Opportunity for Advancement, (3) Overwork, (4) Respect from Co-worker, and (5) Job security.

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.

The goal is to create a healthy workplace where team members receive and communicate appreciation, and where quality-trusting relationships are built in order to advance the church’s values and goals. Chapman and White write about the need for team members to feel appreciated in the workplace. They explain that the majority of workers do not feel appreciated or are under appreciated. This, according to the authors, is a major dilemma. They contend that feeling unappreciated or under appreciated is a major reason for high turnover in the workplace. Chapman and White argue that appreciation meets a fundamental need of all people. They assert that when this need is met, people feel satisfaction and that will translate in the workplace.

In every work environment, there are employees who work harder than other employees. Their work ethic can be motivated by different factors. Motivation can be defined as “the set of forces that cause people to behave in certain ways” (Ebert & Griffin, 2015, p. 256). Over many years, many studies have been conducted and theories have been created to explain an individual’s motivation. The four theories we will discuss in this paper are: The hierarchy of human needs model, the two-factor theory, the expectancy theory, and the equity theory models. These theories also apply to an individual’s personal life, but this paper will concentrate on how each model affects the work environment. It is important that managers understand these theories so they may identify how to motivate each employee into being a more productive and motivated worker.

Motivation is what encourages us to act in a certain way and to achieve certain things in our everyday lives and is a major factor in deciding how we behave. Work motivation is especially important to managers in organizations. According to Kanfer et al (2008), work motivation is a psychological process that influences how employees allocate effort to their work. It also influences the direction, intensity and persistence of these actions. It is very important that managers motivate their employees in the workplace as having highly motivated employees can benefit the organization. Motivated employees are known to be happier at work and as a result will work harder and are less likely to leave their job. There are many different theories of motivation that managers can use to motivate employees. In this assignment I am going to discuss, in detail equity theory and goal- setting theory. I will examine the effectiveness of these theories, outline some problems associated with them an compare the theories.

Evidence: Though being old, practice like piece-rate introduced by Taylorism never ages, especially for labor-intensive industries, and even some rather new and fancy industries. For example, according to the Guardian, 2016, UberEats drivers and riders can earn “£3.30 per delivery, plus a £4 “promotion” amount per job between 11.30am and 2.30pm, or a £3 promotion between 6.30pm and 9.30pm, as well as the mileage payment.” Piece- rate well stimulates the motivation of workers to do more, do better. Working as a part-time translator for a media, my job was to translate English articles or videos into another language, and I got generously paid on piece-rate. If the articles or videos attracted more readers’ attention than expected, I could get a bonus pay which may be higher than or at least equal to the normal pay I got from the translation work, so I was quite hard working and really dedicated a huge amount of time to the work.

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.