The Key to Success is Motivating 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.

2000 studies have been published on job satisfaction since the 1950’s (Kahn, 1972). Job satisfaction refers to an employee’s feelings towards their job based on the comparison between actual versus desired outcomes (Locke, 1969). Each individual experiences various levels of job satisfaction due to their different expectations towards their job

Porter and miles (1974) proved that the motivation energises, directs and sustains behaviour. They also identified four factor/variables namely individual characteristics, job characteristics, work environment and the external environment. If motivation is to be affected, one or more of these variables must be changed or affected.

We present this analytical report, finished at your request, by correcting the formatting of the existing report and writing the unfinished parts. We include reasons and consequences for lack of motivation along with the techniques or strategies to motivate employees. Also included are benefits of motivating employees.

In organizations all across the world you will find management working diligently to enhance or maintain productivity. There are many things that can affect productivity, some that are within our control and some that are not. Employee motivation is something that can directly affect an organizations production. It is no secret that un-motivated employees equates to un-productive workers, but how can we combat this? In order to better understand this concept we will look at the definition of employee motivation, some of the motivation theories and some motivation techniques that could be useful in our organizations.

Also, it ensures that the employee is working in a partnership with others which would help and improve the business for customers. The aim of Xyz is to motivate its employees both by enabling the satisfiers and also by paying attention to hygiene factors. Like it motivates its employees by timely communication and also by delegating responsibility and involving them in decision making. Every year forums are being organised for the employees. These all shows the work that Xyz do for its

Consequently, employees’ motivation plays a vital role in the organisation. Motivation (intrinsic and extrinsic) is a process related with

Motivation will ensure your employees are acknowledged and retained, happy workers equals a successful setting for your business.

Motivation in the workplace has been a frequently discussed subject for at least a century. Whether an employee is doing paperwork behind a desk, helping to put together a car on a conveyor belt, or trying to make a sale, motivation is essential in their job. The reason behind this is simple enough- the more motivated an employee is the more work they tend to get done. However, it can be a struggle for managers to keep their workers motivated. This struggle has led to the development of numerous motivational theories, all aiming to help managers keep their employees motivation high. Among these theories, three stand out among the rest as the most relevant theories for the modern workplace- McClelland’s acquired needs theory, Locke’s and Latham’s goal setting theory, and Vroom’s expectancy theory.

part by the need to earn a living and partly by human needs for job

Motivation is the set of processes that moves a person towards a goal. Since motivation influences productivity, the Managing Director would need to have knowledge of motivational theories. The motivational theories which could help me as the Managing Director introduce policies and practices which can increase the motivation and productivity of the employees will be discussed in detail.

Motivation can be defined as the intrinsic or extrinsic drive to meet expectation and accomplishment related to an activity. For organizations, some of the intrinsic drive is already held by the employee due to patterns of human behavior, personal character, and life experiences. However, the organization has a responsibility to motivate employees further in the workplace. This responsibility ultimately improves organizational performance. Taylor (2015) states, “motivation matters for organizations” (p.28). When this statement becomes reality, organizations will understand that motivation can be enacted through the work environment, relatedness, job resources and support, incentives, rewards, recognition, and feedback and consequences (Taylor, 2015).

Additionally, Locke (1976) defined job satisfaction as “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences” Besides, Davis and Nestrom (1985), defined job satisfaction as “combination of positive or negative feelings that workers have towards their work, which is closely linked to individual’s behavior in the work.” Furthermore, according to Smith, Kendall, and Hulin (as cited in Cook, 2008) job satisfaction has been defined as “feelings or affective responses to facets of the (workplace) situation”.

Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job;[1] an affective reaction to one’s job;[2] and an attitude towards one’s job.[3] Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviours.[4] This definition suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors.

Motivation is an important factor which can increase the efficiency in an organization. People need to be motivated in order to use organizational resources effectively. The ability of the manager to motivate his/her workers affects their performance (productivity). Motivation is an effective tool in the hands of management in stimulating the labor force. Motivation increases the eagerness of the employees to work, thus increasing productivity and value of the organization.