The Importance Of Employee Motivation For Employees

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.

Salaries play an important role especially in the first two stages of the hierarchy; we all need money to survive. Another theory is the Alderfer's ERG Theory; Alderfer has modified Maslow's hierarchy and has shortened the five needs into three, existence, needs, relatedness needs and growth needs, existence needs: refer to basic survival needs that everyone needs to satisfy. Relatedness needs: relate to interpersonal contact, social and emotional acceptance, status and caring. Growth needs: are development and sense of self worth. Herzberg’s Theory of Motivation Herzberg's theory of motivation is quite different than the other motivational theories. Herzberg stated that there were only to kinds of factors in any job, hygiene and motivation, the motivation hygiene model is based on the idea that one set determines dissatisfaction (hygiene) and the other set determines positive satisfaction (motivational theory). The hygiene set contains the company policy, administration, working conditions and job security. According to Herzberg’s findings he suggests that if these conditions were unsatisfactory they would most certainly be heading towards physiological or psychological withdrawal from the job. These conditions must be met for an individual to be motivated in work, however, other conditions and factors must be met, this proves that in order for an employee to perform his or her work in an

Motivation is the driving power which keeps people going and business always strives to motivate their employees to their best of ability. Motivation represents a crucial challenge for existing organizations. Motivation is very much driven by the work conditions companies create for their employees, how they structure goals and objectives, and how they reward people for the accomplishment of those goals.

Motivation is the desire or willingness of someone to do something. Craig C. Pinder (1998) defined work motivation as a “set of internal and external forces that initiate work related behaviour and determine its form, direction, intensity and duration.” Motivation plays an important role in a business environment, as employee motivation is believed to improved work performance.

This essay will discuss about what is motivation? what motivate people toward satisfy needs. The paper will includes three main artical theory by Abraham Maslow ( Maslow's Hierarchy of needs ), Clayton Alderfer ( Alderfer's ERC Theory ) and Psychologist David Mcclelland ( McClelland's Theory of needs ). The author will explain why motivation is important in an organization and how it will impact the organization. The three motivation theories will also be used together in order to enhance the staff’s motivation level to work and help the organization towards success. In the end will be the conclusion and opinions with my own expreriences.

The process of motivation contains needs, drives and aims. Need is behind most of the man’s action. Some of the needs of the people are Good facilities; more pay, identification, opportunities for promotion etc. Motives representing the behaviour in the process of motivation are known as Drives. Every attempt has certain aims to gain. These objectives can be gained only through the

Motivation is the word derived from the word ’motive’ and it talks about the needs, desires, wants or drives which every individual has. It is the process of encouraging the people to work and do actions to accomplish the goals. In the work goal context the psychological factors rousing the people’s behaviour can be-

Peter Drucker the famous 20th century management consultant may have described motivation best saying, “We know nothing about motivation – all we can do is write books about it”. Motivation is a commonly used buzzword thrown around in daily conversations without much meaning behind it. Motivation defined by Jason Colquitt and company in Organizational Behavior is as follows “a set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence” (Colquitt, LePine and Wesson ).

The term “motivation” is derived from a theoretical construct. Many times, psychologists have used this term to refer to something responsible for our action. The concept of motivation can be classified into categories: intrinsic and extrinsic. Extrinsic motivation is the one related to external factors that influence an individual’s drive towards action. On the other hand, intrinsic motivation is an impulse which comes deep from within a person and greatly influences their course of action. The applicability of both types of motivation at the workplace varies, depending on the organizational structures and policies (Tremblay, Blanchard, Taylor, Pelletier, & Villeneuve, 2009). Robbins and Judge (2007) add that at the workplace, motivation, especially extrinsic motivation, is regarded as a skill that is acquired through learning. It is inherent in an individual and does not get influenced by the environment. This paper will analyze the application and theories of motivation at the workplace.

Motivation originates from the word "move" and represents the reasons for people 's actions, desires, and needs. Motivation can be considered as the arousal, direction and maintenance of human behavior towards attaining some goal (Greenberg, J. and Baron, R.A. in Buelens et al., 2011).Motivating employees is vital if employers are willing to achieve maximum performance and productivity. The company shall attach great importance on its staff incentive system to enhance the loyalty and professional dedication of staff.

the motive and its influence on behaviour. For instance, in the Equity Theory – What motivates primarily from J. Stacey Adams’ work – the arousal of the justice motive occurs employees when an employee perceives an imbalance in his/her inputs and outcomes relative to others’ (Bowditch and Buono, 1997, p. 89 and 103; Nicholson, 1995: p. 333). Subsequently, the employee may engage in behaviours to reduce the perceived inequity. 265 While these personality-based theories do not necessarily predict motivation or behaviour, they can provide a basic understanding of what energizes (motivates) individuals. The main strength of Maslow’s Hierarchy of Needs Theory is the identification of individual needs for the purpose of motivating behaviour. By appealing to an employee’s unfulfilled needs, managers may influence performance. Alderfer’s ERG Theory is one attempt to modify Maslow’s hierarchy by reducing the number of need categories. Alderfer found only three levels of need: (1) existence or survival (E); (2) relatedness (R), dealing with social interaction and the external facets of esteem (recognition and status from others); and (3) growth (G), focusing on the desire to achieve and develop a person’s potential and the internal facets of ego fulfilment (success and autonomy). David McClelland’s Socially Acquired

There are several theories based on motivation provide support for the relationship between motivation and performance. These theories include: Expectancy Theory, Maslow’s Hierarchy of Needs, Herzberg’s Motivator-Hygiene Theory, McClelland’s Needs for Achievement, Affiliation and Power, Equity Theory and Goal-Setting Theory. Expectancy theory suggests that motivation is high when employees believe that high levels of effort lead to high performance and high performance leads to attaining desired outcomes. Maslow’s Hierarchy of Needs says that five basic needs must be met by people in the order from bottom to top with each higher level upward leading to motivated behavior. Herzberg’s Motivator-Hygiene Theory focuses of two factors attributed to the workplace: 1) meeting basic expectations 2) leading to increased performance. McClelland’s Needs for Achievement, Affiliation, and Power identifies three needs for a person 1) achievement 2) affiliation 3) power; of which all three pertain to a person’s desire to perform well, have positive interpersonal relationships, and the desire to influence others. The Equity Theory is one’s perception of fairness

‘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,

Motivation can be defined as psychological forces that determine the direction of a person’s behaviour in an organization, a person’s level of effort and persistence in the face of obstacles (Jones & George, 2016). It is also the work a manager performs to induce subordinates to act in the desired manner by satisfying their needs and desires. It is concerned with how behaviour gets started, is energized, sustained and directed towards attaining a goal. It is characterized by being personal and internally felt, complex as it differs between individuals, system oriented, positive or negative based on the implications and instruments used (Gupta, 2017).

Author explained that there are lot of disappointments and depression factors that cause the employees to be less effective in their jobs and that will lead to decrease their performance and such as conducting or sticking to a specific timetable or using the academic or the correct educational equipments. To add more, Peterson and Quintanilla (2003) did some studies and showed that there is a linkage between motivation and socialization and some social work values and norms play an important role too in applying the organizational applications of the motivation of the intrinsic factors and they are related to two theories such as namely cognitive evaluation theory and job characteristic theory. Furthermore, according to Lord (2002), he said that there are two important factors which related to motivation such and they are productivity and retention. Also Herzberg (1968) did some arguments which can end the cause of dissatisfaction and it won't be appear in the satisfaction field. And satisfaction level or motivation level can be appear only if there is a use of motivation. Also according to Maslow 1970, he said that there are popular needs which the human can't live without and this theory is very important to understand more about the motivation. This theory was named the hierarchy needs includes the most five basic levels of needs which lead the human to be satisfied. These factors of the motivation