Theories of Motivation Essay

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Theories of Motivation

According to Greenberg (1999) motivation is defined "as a process of arousing, directing and maintaining behaviour towards a goal." Where ‘directing' refers to the selection of a particular behaviour; and ‘maintenance' refers to the inclination to behave with consistency in that manner until the desired outcome is met.

Motivation is therefore the force that transforms and uplifts people to be productive and perform in their jobs. Maximising an employee's motivation is necessary and vital to successfully accomplish the organisation's objectives and targets. However this is a considerable challenge to any organisation's managers, due to the complexity of motivation and the fact that there is no ready made
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Pleasant working conditions and annual recognition of the ‘Best salesman of the year' and ‘Best employee of the year', also enticed productivity and motivation.

On the other hand ‘Extrinsic' motivation is related to tangible rewards such as salary, fringe benefits, job security, promotions and conditions of work. (Mullins, 2002:P490). Therefore extrinsically motivated behaviours are those carried out to achieve some tangible rewards or compensation.

Once again my employers excelled in designing an ideal incentive system, in their effort towards employee motivation. They already offered very competitive wages, of course on the belief that the more positive the reward the more likely the employee will be highly motivated and the better the performance (Vroom, 1964). They later introduced a perpetual cash bonus scheme for the junior staff, where every year instead of bonuses being paid out, they would be retained in the company's employee fund. A bonus was typically a third of their net salary and with every completed year of service their bonuses would grow.

However if the employees engaged in activities detrimental to the organisations operations, such as pilfering, they would thus loose their accumulated bonus. This proved very effective in not only retaining employees but also motivating them to work towards and within the organisational parameters at maximum productivity. It also encouraged a sense of belonging and loyalty to the organisation.
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