Workplace Motivation Essay

Motivation is a very broad term that is discussed in a variety of settings. There is the motivation to perform in a business setting, the motivation to perform on the field of competition, the motivation to provide for friends and family, and the motivation to accomplish goals that have been set. These are all various motivations that any one person can be involved with at any time. According to Maslow, motivation always exists within a person and in various forms, “...motivation is constant, never ending, fluctuating, and complex, and that it is an almost universal characteristic of practically every organismic state of affairs” (Maslow, 1954). As complex as motivation seems, it is everyone’s intention to identify their personal

We can define motivation as the desire and willingness to do something and the inner force that helps individuals achieve their goals. Understanding what motivates employees and what employers can do to motivate their employees has been the focus of research for many years. This is mainly because motivated employees can provide an organisation with a distinctive advantage and a competitive edge and by being more productive they can help the organisation thrive and survive. In a public service organisation such as West North West Homes we would expect staff to be motivated partly by the desire to have a positive impact on others. Someone working within a sales team

The following research paper describes in detail the relevance of employee engagement to a healthcare provider. Engagement of employees is often an overlooked area of focus as hospitals look for ways to improve processes and reduce operating expenses. Healthcare is somewhat unique in that cost to the customer is not the main economic force driving patients to the various hospitals or healthcare providers. The focus of the following is to examine the importance of employee engagement hospital wide. There are factors that lead a prospective patient to choose one healthcare provider over another, assuming choices exist. When discussing engagement, emotions can play a

Daniel Pink in his book titled Drive talks about the reasons to motivations and how people work to better themselves. There are different reasons to what keeps people motivated. For some it is mastery, to get better at what they do, while for others it may be the reward they are seeking at the end. Both in which have different mindsets mastery is when someone wants to get better at something for there own satisfaction, while for others it is to get satisfaction through their paycheck and profit. Motivation in work forces is money and profit. As long as people are getting what they want productivity continues, however once they stop receiving their rewards productivity decreases. This makes total sense people because as humans, people seek rewards

It seems as though people find satisfaction in merely the completion of a task. In the words of Daniel Pink, “people are intrinsically motivated to work and produce.” The key to motivating workers here is to give them as discussed earlier autonomy, mastery, and purpose. If one of these isn’t there, people may not feel motivated to work whatsoever. So if the workers seem a little disengaged, Pink's solution for the issue is to stop focusing on “carrots and sticks” and “start inspiring workers to feel like human beings by shaping work to engage the third drive.”

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When asking a child what they want to be when the grow up, they will most likely tell you a doctor, teacher or some other public service occupation. They have the ideal that a career helping people is the best job a person could have. When those same kids get into high school their ideals become even greater (this really only applies to middle-upper class). They want to be artist, musicians, actors, or free lance writers who travel the world for the next big story. In college the ideals of the student are usually pushed to the back burner so that there is room for reality. Peter’s character in the movie Office Space is an example of the ultimate idealist. Throughout the movie we are shown his

Employees who feel good about themselves produce good results, propabley one of my bigest take aways is the one minite goals or keeping it as simple as poosible , don't complicate it and make it possibele to understand the goals in one minite , setting up a goal is important as it provide immideate feed back to employees and let them know where they stand , it is human nature to constantly look for thier place in a spafice setting with out goals employee will simply loss interset , evey eployee is a potential winner investing time in my employee and help gorw them , find thier strenght and match my employees to avilabe postiones in our orginaztion , I learnd to ask myself if the

As a manager myself I used various forms of strategies to motivate employees and to keep morale up. In the field of human services it is very easy to overexert yourself and employees and the maintaining motivation for employees can be challenging. The strategy I commonly follow is the behavior modification method, this is defined as “changing behavior and encouraging appropriate actions by relating the consequences of behavior to the behavior itself” (Ferrell, Hirt, & Ferrell, 2009). I have found this method to be effective, however this method has come with the noted side effect of high turnover and some employee dissatisfaction. Although we have these side effects I stand by this method given the level of work that we do. When assisting people

There are different ways to motivate people one way is intrinsically, or internal. For example that deep pride the employees feel about their job because they are doing something that will help another person and potentially save lives. “I feel grateful and proud that whether I’m working in the lab or at my desk, my work will in some way help someone with a significant medical condition,” said one of the employees at

How should leaders and managers address workplace issues based on specific styles of leadership? …………………………………………………………………………………….....3

Motivation and Leadership are intrinsically linked in the fact that one allows an easement in the process of the other. Without the ability to use the mutual relationship of leadership to influence the motivators of followers, leaders stagnate and are limited by their own inability to accomplish all that must be for real change to occur. In less Rostonian terms (that is, based on Rost (1993)), without a motivated group of followers leaders are stranded and not achieving to a level of excellence. This paper will discuss some areas of importance for motivation in leadership as well as an application to leadership theory and a discussion on personal motivators.

There are several different ways an employer can motivate their employee's: job design & goals, performance appraisal, pay, and career development.

There are various work relationship matters in the government environment which are among methods to improve productivity and reduce cost that impact an employee’s motivation in today’s workplace. In the government sector it is a continuous concern. Owners and managers of any businesses across the United States all have the same problem as it pertains to reducing cost and time management. This problem has to do with reaching maximum employee performance and productivity in a strategic environment (Workplace strategies). Many government contractors, owners, managers and agencies do not know how to chime into minimize this major problem. In the government contracting sector worked, it is the employer’s job to motivate the employees and increase employee productivity while saving cost on governmental contracts. There are vested employees who thirst for the best way to accomplish this (Motivation and productivity). Some leaders envision the solution by using motivational strategies while improving productivity that requires firm changes. In the government environment it is also most challenging with people who have a natural tendency to resist change because it is challenging and often frightening to the employee. On another note, employees who fear or resent productivity improvements will not be as motivated to make the changes work.

Motivating individuals and groups at work often times can be a challenging task. Individuals must have the desire to want to be motivated. This challenge is difficult as individuals have different types of goals that motivate them. Motivation is typically driven by some sort of recognition. In today’s economic hardship businesses are having to do more with less. Businesses are downsizing, which causes them not to re-hire for open positions or eliminate unnecessary positions completely.