Theories About Motivation And Its Impact On The Workplace

Motivation is derived from an internal force that provides an individual the opportunity to achieve their needs or goals. People are motivated by a variety of things and often have different motivating factors. Employers should be mindful of individual motivating factors when attempting to motivate staff to increase performance. While some people may be motivated by money, many are motivated by things like: recognition, promotion, and increased responsibility. Once an employer has identified motivating factors they are able to analyze a variety of motivational theories to design and implement a program that will motivate employees to go above and beyond what is expected of them.

My motivation factors are extrinsic and intrinsic. Not only do I wish to obtain exceptional grades and receive a bachelor's degree, I also wish to learn and challenge myself. I agree with most if not all, of what Daniel Pink stated. What is most important to me is possessing autonomy over my time and with whom I spend it, however, there is still work to be performed in that area. I enjoy managing how my time is spent, which is one of the reasons my classes are online. Additionally, I prefer to be graded on my own efforts, rather than as a group. However, group or team projects, can reduce the workload, while multiplying success. Not to mention the diversity and brainstorming benefits. As for mastery, I am not quite there yet, since I am a work in progress. In reference to purpose, I do agree that we should work for something lager than ourselves. Meaning, the work I will engage in upon graduation, is not only for the betterment of myself, it is

Human Resources is dependent on the success, happiness, and contentment of employees that keep the business on course. Motivation is one of the best ways to push employees forward while making sure everyone is in a comfortable position in their job. Motivational theories just attempt to explain what motivates or makes people act the way that they do. The goal of understanding these theories and their outcomes is to ensure a better performance from each employee, and to give each of those employees the best situation they can have in the workplace. Visionaries such as Abraham Maslow, Frederick Herzberg, and Henry A. Landsberger also brought forward new ways of management and ways to handle internal situations that changed the landscape of human resources as a whole. Motivational theories instituted in the workplace have a commonly positive effect on both employees and management, showing that it is important to strive for proven motivational practices.

Without motivation, a person might never get out of bed because for the average person, motivation is behind every single action. For psychologists, motivation means much more than that, too, as it is important to understand human motivation to understand human behavior. Motivation can be studied from a variety of psychological schools of thought including behaviorism, cognition, psychoanalysis, humanism, and cognitive-behavioral theory. There are many theories of motivation that can help psychologists to understand how motivation works, why we have it, and how to manipulate it in order to create a desired behavioral change. Motivation theories can be applied to any field or area of psychology including marketing.

Motivation is what encourages us to act in a certain way and to achieve certain things in our everyday lives and is a major factor in deciding how we behave. Work motivation is especially important to managers in organizations. According to Kanfer et al (2008), work motivation is a psychological process that influences how employees allocate effort to their work. It also influences the direction, intensity and persistence of these actions. It is very important that managers motivate their employees in the workplace as having highly motivated employees can benefit the organization. Motivated employees are known to be happier at work and as a result will work harder and are less likely to leave their job. There are many different theories of motivation that managers can use to motivate employees. In this assignment I am going to discuss, in detail equity theory and goal- setting theory. I will examine the effectiveness of these theories, outline some problems associated with them an compare the theories.

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).

The term motivation is derived from the Latin word movere, meaning "to move." Basically motivation is a force which is acting on or within a person that cause the arousal, direction, and persistence of any goal. Motivation theory is thus concerned with the processes that explain why and how human behavior is activated.

Motivation can be described as the needs and wants that guide our behaviour towards a goal or purpose. Motivation can also be seen as a movement to a behaviour, or a cause to repeat a certain behaviour (Rani & Sameer, 2012). Three stand-out theories of motivation are the Drive-Reduction theory, the Incentive theory, and the Evolutionary theory or Instinct theory. The Drive-Reduction theory looks at the homeostasis of an individual and states that the motivation of said individual greatly depends on the discomfort experienced due to homeostatic imbalance. The Incentive theory uses positive reinforcement to create a stimulus; motivation is then based off this incentive, driving an individual towards a goal or action. The

Job satisfaction is defined as "the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs". This factors bring positive impact on organizational performance and employees’ commitments.

We all need the motivation to get our work day started each day. According (Elbert& Griffin, 2015, p256) motivation is the set of forces that causes people to behave in certain way. However, people can be motivated in many ways and it can be in a positive or negative technique that influences on someone. In the business society we have to recognize the changes in a conduct and the motive why. There are four primary theories of motivation to encourage employees to come to work such as classical theory, early behavior theory, two-factor theory, and contemporary motivational theory.

Stress and conflict in the workplace can cause major emotional and physical damage to the facility and workers. In the past, there have been reports of tragedies caused by disgruntled workers who may have clocked in with a gun in hand. We are going to look into ‘three motivational theories including the relationship of stress and conflict in relation to individual motivations.’

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.

Motivational management seems straightforward at first, until you take into consideration all the different elements that encompass a successful business. In order to keep a company in the forefront of its market as well as retaining quality employees, managers need to be aware of all these elements. They range from the sociological, demographic, economic and psychological state of the community or individual at a point in time. That is to say that what motivated employees in the early 20th century does not necessarily motivate them in the 21st century. For a manager to create a work environment that is conducive to success it is necessary to learn all of the different theories that surround the skill of motivating employees. It is also necessary to stay in contact with the current social and economic conditions of the individuals that one manages.

Nowadays it is widely accepted that the most important resource of any company are its employees; therefore competent manager need to have the clear understanding what motivates their subordinates to achieve effective performance as from efficiency of their work the success of the organization depends. Consequently, the task of manager consists in as much as possible effectively to use personnel opportunities. In independence on the manager decision the effect from it can be received only in case if this decision would successfully be embodied in the employees’ affairs. And it can occur only in case if workers are interested in results of the work. For this reason, it is necessary to motivate the person, to induce to action.

Baron (1983) says that “motivation is a set of process concerned with a kind of force that energizes behavior and directs it towards achieving some specific goals” (Baron, 1983, p. xxx). According to Kreitner and Kinicki (2001, p.162) motivation represents “those psychological processes that cause the stimulation, persistence of voluntary actions that are goal directed”. Consequently, these definitions lead to the assumption that motivation is something evolving from within an individual as well as the individual being influenced by external factors.