The Impact Of Motivation And Engagement On Employee

Motivation is having a reason or reasons to act/behave in a particular way. It creates “drive” in people whether it is in pursuit of a goal, or the need to complete an activity. It produces enthusiasm and a willingness to achieve in both a work environment and in your personal life. Motivation can be increased and decreased in line with the incentives on offer.

The word motivation is coined from the Latin word "movere", which means to move. According to Daft (2010: pg 506) motivation ‘refers to the forces either within or external to a person that arouse

Herzberg describes the main problem in business practice is, 'How do I get an employee to do what I want him to do' (1991, p.13) Motivation is a word that is used to describe how eager a person is to complete a task. 'Motivation is the set of processes that arouse, direct and maintain human

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

This essay will begin first of all by defining “Motivation” as a business concept and then go on to present one process and content theory each before finally comparing them both.

Motivation requires a driving force to complete goals and dreams, a wish is only a weak desire that one wishes something would magically happen such as winning the lottery. Only a strong passion can push one forward and drive their motivation to achieve the desire.

Kahn, 1990; Lawler, 1986). This paper analyzes motivation theory and identifies solutions to questions such as...(1) what is motivation and/or employee involvement, (2) how does motivation affect employment involvement, (3) what affect does employee involvement have towards increasing organizational effectiveness, and finally (4) what needs to happen to change the trajectory of low motivation and employee involvement.

According to Greenberg (1999) motivation is defined "as a process of arousing, directing and maintaining behaviour towards a goal." Where ‘directing' refers to the selection of a particular behaviour; and ‘maintenance' refers to the inclination to behave with consistency in that manner until the desired outcome is met.

What is motivation? Motivation is defined as “an individual’s willingness to respond to the organization’s requirements in short run.” (P.71 Dixon, 1998) For the purposes of this research paper, I find the most fitting definition of motivation is to define it as “the force that Energizes, Directs, and Sustains behavior.” (uri.com, 2014) Motivation is imperative to productivity. A highly motivated staff often leads to high productivity from the workforce.

‘Motivation’ is derived from the Latin term ‘movere’ that means ‘to move’. Thus, motivation is a process that starts with a physiological or psychological deficiency or need that activates a behaviour or a drive that is aimed at a goal or incentive (Luthans). Broadly speaking, motivation is willingness to exert high levels of efforts towards organizational goals, conditioned by the efforts’ ability to satisfy some individual needs (Robbins). Need means some internal state that make certain outcomes appear attractive. An unsatisfied need creates tension that stimulates drives within the individual. These drives generate a search behaviour to find particular goals, that if attained,

Motivations essence consists of human’s needs and desires. If there is a need then eventually it will convert into a desire. Motivation theories were formed in the 19th and 20th centuries and their founder was F. Taylor . This essay will define motivation at work and show if leadership is linked to understanding of motivation by looking through examples of today’s industry.

Motivation can be describe as a starting point for any activity, job, intensity and persistence of behaviour associate with particular task (Buckworth, Lee, Regan, Schneider, & Diclemente, 2007). They also state that motivation can influence behaviour and they emphasize that basically motivation consists of two types which is intrinsic and extrinsic motivation. Based on Buckworth et al. (2007) intrinsic motivation reflect as the purpose for an individual performing a behaviour, for example for the pleasure and satisfaction but in extrinsic motivation it is difference because an individual performing the behaviour for the outcome and dependent on outside of the activity such as award or evaluation.

Leaders also try to achieve the same quality for their own status, which allows them to pursue greater strength, achieve personal goals and future endeavours. According to a recent study conducted by Psychometrics Canada a pioneer in research assessment, has mentioned in one of its report that employee engagement in the organisation plays a major role in the success of any organisation. Accordingly it says that the best way to increase the relation is by working out a strategy that builds positive environment and culture relations between the workers and ensuring a good leader to fit for the purpose. Leaders in the organisation can try to achieve a better employee engagement by listening to followers opinions, communicating his vision with a clarity, providing and developing strategies and solution for the success, and finally recognising the ability of the followers and praising their contributions. Thisaspect of leadership is displayed by general feedback, generating ideas and possess enthusiastic in requesting for help (Bradley P. Owens, 2013). One example of this leadership quality is described by DAVID J. BOBB(David J B, 2013) in his book saying following servant leadership is very difficult as it is not a natural talent to anyone. He takes the example of George Washington, though considered to be a man of high temper and showing excess pride in his capabilities and qualities during his period as a freedom fighter. As he has foreseen the global position he is getting

Engaging employees and keeping them motivated in their job is important for an organization. Engaged and disengaged employees perform differently from each other. Shuck and Wollard (2013) stated that engaged employees are 18% more productive, 12% more profitable, 12% better at engaging customers, 62% less likely to be involved in a workplace accident, and 27% less prone to absenteeism (as cited in Fleming & Asplund, 2007, p. 169). Additionally, engaged employees are 87% less likely to leave an organization than disengaged employees (Corporate Leadership Council, 2004). Supervisors can play a role in helping employees feel more engaged; therefore leading to less turnover and more productive employees within the organization. There are many theories that have been produced about employee engagement and motivation. Frederick Herzberg produced a theory in 1968 called Motivation – Hygiene Theory. This theory, along with a few others, marked a change in how employee motivation was viewed. This theory will be examined and discussed in terms of social service employees’ engagement and what role supervision plays.

The main purpose of this research is to identify the relationship between the employees’ motivation and the job satisfaction. The motivation can be rewards, intensives, greetings, appraisal, and good working condition. Without the incentive organizations can 't receive the higher level of employee job satisfaction. Inappropriate motivation and lower level of job satisfaction would cause the higher level of absenteeism and employees turnover. In this research case study organization