The Key Of Getting Success

Motivation according to Kelley (2014) is the ‘process through which managers build the desire to be productive and effective in their employees’. If an employee is motivated, they are more likely to be productive and generally staff turnover is low. The problem of worker motivation is that workers are not seen as humans, they have a lack of freedom at the workplace and lack of job fulfilment. Taylor and McGregor Theory X argue that there is not a problem with worker motivation, workers will be obedient because of fear of losing their job motivates them to do well. Whereas Maslow and McGregor’s Theory Y argues that there is a problem with worker motivation because of class conflict between the worker and the manager. The

Motivation guides, initiates and maintain positive behaviors. Motivation consists of social, biological, emotional or cognitive behaviors. Many motivational theories can help an organization continue its success if implemented. The reinforcement theory can produces productivity

“Motivation is the will and desire that a person has to engage in a particular behaviour or perform a particular task” (Lawley & King, P269). In life motivation will be needed to enhance the workforce in various ways, many organisations will use motivation to increase the percentage yield of an individual or to make an individual feel a part of the business or organisation. Incentives have a huge influence on behaviourist & extrinsic approach. In addition other aspects; humanist theorist, intrinsic approach, Taylorism and Fordism have a part in perception of motivation.

What are motivation theories, and what roles due they play in the workplace; while continuing to motivate staff employees? Well, “motivation determines how a person will exert his or her effort, it represents the forces operating on the person to exert effort, as well as the direction in which the effort will be exerted” (DeNisi & Griffin, 2014, pp. 286). Motivation is a key element needed in the workplace to continue to keep it running smooth and efficient. This is why a variety of theories have been developed, and applied in helping to find alternatives in making things excitable; and enjoyable. Some of those theories are as follows: reinforcement theory, expectancy theory; and equity theory. With these theories in place, it doesn’t mean it will be a picture perfect solution to get your staff more productive; or inspired to perform without effetely. This is also something the Human Resource Management can get involved in, while finding ways to get their staff engaged in activities; to boost their morale. However, “no one model of motivation is guaranteed to work in all situations for all people, instead it may take several different models of motivation, to provide us with insights into how to motivate them; with this we can formulate a much

By definition, motivation is a force that leads us to do something (Kiziltepe, 2008). It can be measured by the commitment of the employee, job satisfaction, engagement, intention to quit (Nohria, Griysberg, & Lee, 2008) and absenteeism (Andrisani, 1978). Motivation can improve the work performance and influence the organizational effectiveness with positivity. It is believed that, the employees are at their best in performing their jobs when they perceived their fundamental needs of satisfaction are being fulfilled. The employees being motivated when their own needs are aligned with the organizational goals. Besides monetary, intangible values like empowerment and recognition are the elements that employees are seeking for to be motivated at the workplace (Fuhrmann, 2006). Thus, it can be said that motivation is a driven factor that can contributes to a better employee’s performance or participation at the workplace. In this study, the motivational theory of Herzberg and Maslow is being used.

Motivation is descried in this theory as a means to connect personal gain and an overall company objective while generating an effort from the employee creating the impact with employees

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.

Researchers has defined motivation as a “process of governing choices made by a person” Vroom (1964) cited in Wilsons (2010), however Mullins (2005) defined motivation as the driving force within individuals by which they attempt to achieve some goal in order to fulfil some need/expectation. The two factors of motivation, extrinsic motivation is driven by externally administered reward, such as pay rise. On the other side, the intrinsic motivation is determined by an interest in the task self, (Wilsons, 2010). According to Deci (2009), there have been many theories that have been useful in explaining why some employees are not motivated at the workplace, but most frequently theories are the process and content theories.

Article 2 Summary: Motivation in the Workplace for Optimal Results Is Not a 'One Size Fits All' Implementation It is a global issues to the leaders and managers on constantly keep their employees motivated and productive in various working environments. Seems that each person has difference in driving their motivation, its very important to understand individual motivating techniques. To challenge this, here are some examples that might useful to get influence of people we want to keep motivating.

It is easy to discuss the different theories pertaining to motivation such as Maslow’s hierarchy of needs, theory X and theory Y, the two-factor theory, and McClelland’s theory of needs (Robbins & Judge, 2014). However, there is more to motivation such as the job characteristics model, work motivation, and rewards used to inspire employees.

Success is everything. However you choose to define the word, there is no denying that is in great demand. If any of those dollar keychains sold at museums are to be believed, once you have success, almost everything else too – fame, wealth, even happiness – is yours. Yet despite all the hype this gateway to all things desirable remains elusive, and how to achieve it is still a mystery to most. However this ad for The Journal Collection of notebooks, which appeared in the Wall Street Journal, would have us believe that the secret to success is as simple as buying one of the books it advertises. The ad showcases the notebooks, which are arranged in neatly at the top of the ad, and below these features text that offers a compelling argument

The aim of this chapter is to give a comprehensive literature review of motivation. This would enable any reader to have an in-depth understanding in the aspect of motivation theories in modern

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With so many competing theories there is no generally accepted definition of motivation however, they all focus on factors that can energize, direct, sustain, or stop human behavior to achieve a desired objective (Gibson, et al., 2009; Robbins & Coulter, 2007). Understanding the motivation of employees is extremely important to managers and supervisors, especially in today’s industries with limited budgets and inability to reward workers financially (Sirota, Mischkind, & Meltzer, 2006). Well-motivated employees can lead to the result of higher productivity; higher performance and it can also help to improve the work quality and profits across all the departments. There are many theorists have complied their own conclusions and consequently a wide variety of motivational theory has been produced.

There are six major employee motivation theories with respect to modern management (Psichogios, 2012). These are: