Undestand Ways of Using Motivational Theories in Organizations

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.

Herzberg’s two factor theory of motivation at the workplace shows the difference between two factors of motivation. The two factors being satisfiers, which are the main causes for job satisfaction (motivation), from hygiene factors which are the main causes for job dissatisfaction (demotivation to stay in the job). Examples of motivating factors are achievement, recognition, responsibility and the work itself. Hygiene factors include: working conditions, salary, relationship with colleagues, supervision, etc. An organisation needs to influence satisfiers through performance management using range of tools such as: job descriptions, supervision, performance appraisals, continuous development/training, rewards and career development.

Herzberg had close links with Maslow and believed in a two-factor theory of motivation. He argued that there were certain factors that a business could introduce that would directly motivate employees to work harder (motivators). However there were also factors that would de-motivate an employee if not present but would not in themselves actually motivate employees to work harder (hygiene factors)

People are motivated by different rewards and therefore, a manager must know each employee’s reason to why they are working at the organization (Ivancevich, Konopaske and Matteson, 2014). Even though there is no best theory of motivation as a manager you have to work even harder to try and understand all your personnel’s motivation (Ivancevich, Konopaske and Matteson, 2014). One aspect of the motivational construct is for certain, the best way to influence individual performance is to have a reward system (Ivancevich, Konopaske and Matteson, 2014). This reward system can also attract outside talent to come and work at the

The first way to keep your workers motivated is through wages and benefits that your organization offers. The better the compensation package provided by the employer the higher job

So in short, motivation factors in the work environment include reward, expectation and performance feedback.

Motivation can therefore be thought of as the degree to which an individual wants AND chooses to engage in certain behaviours.

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.

Having attempted to define motivation and the needs behind individuals' motivation it is important to explore the different ways in which people can be motivated in the workplace. Many individuals are motivated by tangible reward. The most obvious reward is

If you focused on the work place and applied those stratiges, you will notice that motivation is a key tool that determines the performance of the employees within an organization. Being able to take the right measures and setting the correct goals within an organization. Managers and subordinates must be able to cooperate and work hand in hand by giving and receiving feedback in order encourage a positive and happy working environment. However, companies are subject to certain conflicts and difficulties when attempting to motivate

Most organizations seek employees that are highly motivated. This helps employees be higher producers within the agency. Organizations expect their employees to do their best work to enhance company. My organization also focuses on motivating employees to be more productive. Managers have to be ready to motivation different types of people. However, most managers should be very diverse when it comes to motivating employees. Intrinsic and extrinsic rewards play a huge part in the success of an organization. As a manager, we have to be open to trying new theories that will increase the productivity of the organization. This paper is will give some insight on motivation and the roles it plays in my organization.

In today’s economy, businesses face evolving issues, and attempt to examine ways to obtain a competitive edge. The individuals behind these problem-solving issues are the managers within the company, whether they are first-line managers or top managers. One of the many goals of a manager is to motivate their employees, which makes the organization more efficient. Employee motivation is a very understandable concept, but the process of implementing this to your work staff is very complex. Employee motivation is very essential to running a successful organization, and managers need to find the best strategies to make sure that this is accomplished.

Rewarding good performance is a very vital component of a performance management system, as it will determine the work motivation of an employee. According to the article “ How to Improve employee performance, “There are many ways to acknowledge good performance, from a sincere "Thank You!" for a specific job well done, to promotions within the organization, establishing formal cash incentives, and recognition and award programs. This article also stated that “The awards regulations should not only provide rewards to the best employees, who showed best performance, but also to cover weal performance and reveal unsatisfied employees.”

Praise and recognition are essential to an outstanding workplace. Employees should get rewarded over the time based on their ability and skills. This way they will motivate to put an extra efforts towards their work and motivate themselves as well others. This motivation will lead the organization towards the success.

Numerous managers and supervisors compare performance to an employee’s motivation, but this is a mistake. Some people will automatically conclude the better an employee’s motivation the