The Importance Of Motivation In The Workplace

All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve the situation may board on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). A major problem to address is how to keep the motivation level high in a company when the employees do not feel appreciated.

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

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

Contentment and satisfaction of employees is extremely important as jobs are becoming more specified, selecting and training another set of workers is a long, expensive process. Motivation is the strongest, most efficient way to keep employees happy and at peak performance and things such as just saying “thank you” go a long way. In a study completed by Forbes, who polled over 2,000 professionals found that 53% of workers are more likely to stay with a company for a longer period of time solely based off of them receiving more appreciation from their boss/manager. That same study also found that 81% of workers are more motivated at work when their boss shows appreciation or thanks. Human resources has a huge part to play in this because of their role in the development, maintenance, and retention of employees. The HR management must make sure that bosses and managers with workers under their supervision feel appreciated and heard. This will lead to the employees working harder and/or better, making them more proud and happy, while benefiting the business by having a more efficient worker.

When working within any organization, it is important to make each person feel as if they are wanted and that they are needed. How can this be done? Motivation! To do this, team leaders and mangers need to motivate everyone in a positive manner to do their best and to always attempt to find new ways to create aa positive atmosphere in the workplace. In the article Organizational Communication: Communication and Motivation in the Workplace, it states, “The importance role of motivation to encourage employee morale in completing the work is very needed.” (Ramadanty, Martinus, 2016).

What is work motivation? Managers must first know the definition of motivation before they can answer this question. Motivation in our textbook is defined as, “the process of arousing and sustaining goal-directed behavior” (ORGB Chapter 5). Given this definition, we can apply it to the workplace environment and safely assume that work motivation is a factor that pushes employees to reach goals. It is a force within an employee that makes them want to complete work-related tasks and perform well. There are many types of motivation, but the two most common are intrinsic and extrinsic. Intrinsic motivation is when an individual does something so they can feel accomplished inside like in the manner of, performing a task to feel satisfied. Extrinsic on the other hand comes from external things like getting a raise or being motivated to try hard so that your boss will give you a promotion. Now that we have some information about what work motivation is I will explain some of the theories of motivation and how managers can apply them to motivate employees. I will also talk about the most common factors that affect motivation, and lastly, the reasons why having motivated employees is beneficial.

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

Bauer and Erdrogen (2009) define motivation as “the desire to achieve a goal or a certain performance level, leading to goal–directed behavior” (p.97). McConnell (2006) argues that true motivation is self motivation. Today, health care organizations place a lot of emphasis on production and performance. However, motivating employees is a common challenge faced by health care managers and Bauer and Erdrogen (2009) state it is also one of the factors that greatly affect performance. McConnell (2006) states that managers cannot motivate employee; however, they can provide an environment that encourages employees to motivate themselves. Most employees are motivated; however, health care managers are constantly trying various efforts in their

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.

Employee motivation is important for organizations to produce the desired results needed and function effectively. In this essay we review rewards and recognition, trust, and employee development, as motivational issues that are challenging Cummins Western Canada today. These challenges are affecting the environment, the performance, and the culture of the organization. Looking at some motivation theories, we will analyze the issues identified and provide some ideas for improvement to this challenge.

Motivation and its centrality to successful business practice Motivation Motivation is a key factor when managing any business. Motivation is important for a high productivity level. Productivity measures the relationship between the inputs into the business and the resulting output: There are several ways of measuring productivity: * Output per worker * Output per hour / day / week *

Employee motivation through the use of rewards systems has been used for a millennia as people tend to be motivated to work harder when offered rewards for good work. The 21st century has experienced major changes liked to motivation within the public sector where professionals are today looking for a wider verity of motivators and not limited to financial incentives (Sandhya & Kumar 2011). This makes challenging for managers and professional at work to coordinate and deliver high quality working environments and facilities so as to ensure the company professional remain on the job. Today a company workforce has become very choosy and they are becoming more particular on different aspect such as how they are treated and addressed by the superiors while at work. This has resulted public service motivation strategies greatly varying whereby professional are not limited to financial rewards and many professionals are actually concentrating on other forms of motivation besides money. To enhance motivation in the right manner at work and ensure high performance among employee it’s important to implement a wide range of motivational rewards approaches and strategies which will cater for each individual staff member’s needs (Dent & Holton 2009). This requires for direct involvement of the employee on most decision-making processes as this allows for the motivational drivers to be identified and implemented.

point A to point B and eventually build their skill set and confidence enough to

As the organizations need to maximize workers performance it is challenge to achieve the overall objective of the organization to adopt motivational strategies to its employees. Investment in workers through motivational strategies are made today for future benefits for an organization.

Modern management aims at using and manipulating mathematical models to better understand the inter-relationship between employees and the employers in all aspects (Certo & Certo, 2013). The primary goal of modern management theories is to ensure the interrelationship between these factors is maximised for the benefit of the organisation. Motivation, from a general perspective, is the intrinsic drive that leads a person to take a certain course of action. Employee motivation entails all factors which drive an employee to perform tasks related to work in a more efficient and satisfactory manner. In as much as motivation is an intrinsic force, motivation might be brought about by external factors. These factors vary from physical factors, biological factors, intellectual factors, emotional factors and social factors.