What Are The Three-Dimensional Theory Of Attribution?

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.

What is motivation? As manager’s, motivation is one of the most vital and crucial assets to possess in managing a business. This drive is a critical tool to use in the work place and determine the success or failure of an organization. Motivation is a driving force that initiates and directs behavior. In other words, motivation is an internal energy that drives an individual to do something in order to achieve a certain goal. Therefore, creating a motivating environment in the workplace will lead to happy employees. Creating a work environment like this, managers can expect low staff turnovers, improved productivity, happy customers, and better financial performance. Therefore, the input of motivation use towards employees determines the output efficiency of the company. However, everyone involved in an organization is motivated differently. Everybody has their own individual needs in regards to motivation. Depending on how motivated a person is, determines the effort that individual puts into the work and therefore, how productive they are.

Employee motivation is the level of energy, commitment, and creativity that an organization’s workers apply to their jobs. The needs, perspectives, and viewpoints of employees are instrumental.

According to the expectancy theory of motivation, in the workplace an employee’s willingness to work is dependent upon the end result of working and how important the end result is to the employee. An employee will be more compelled to put forth more effort if it is believed that the consequence of doing so will be a positive performance evaluation. The employee must believe that by achieving a positive performance evaluation, an incentive will be achieved. The incentive, whether it is monetary or advancement, must benefit the employee (Robbins, 2012).

Motivation is an individual’s internal drive that prompts him or her to perform a desired behavior. Employee

However, much has to be done to improve the efficiency of the employees. For example, the management should show respect to the employees individually not considering the job they do. Respect is a powerful motivator. If employees feel genuinely respected, they will mostly likely go an extra mile in their duties to help the success of the organization (Jackson, 2011). The management should also offer support to employees when it is genuinely needed. This will include emotional support in case of unfair criticism. This would improve the employees working atmosphere hence they will deliver

Employee motivation is a tool that is usually used by employers to both appreciate the good work done by their employees and also to encourage them to do better work in the future. It is a driving force for every employee in an organisation and it also helps in creating the much needed passion and interest for the work. Employee motivation could be in different forms and shapes and the increase in the level of motivation also depends on the tool used for motivation.

Over the last several years, the issue of employee motivation inside the workplace has been increasingly brought to the forefront. The reason why is because, globalization has been having an effect on the ability of firms to compete (which is placing more pressure on them). To deal with these challenges, most organizations are relying on their employees. The results are that those employers who are able to use this resource will be able to make adjustments quickly. This is when the firm will be able to maintain their dominance in the marketplace.

Maintaining employee morale and employee motivation with goals for the employee along with company goals help to influence the employee to increase their performance capabilities to accomplish a higher level of productivity. “It’s important to set goals both for your employees to achieve for you to accomplish as the owner to ensure a happy workplace. For instance, one of your goals could be to establish a successful employee recognition program or to increase employee productivity (which is related to motivation) by 20 percent over the next year. Customer experience consultant Chris Bailey states you should treat your employees like your customers.” (Management Goals & Objectives, 1). Employee motivation ranges from good working conditions, job security, feeling of belonging, self-esteem, employee recognition, opportunity for advancement, and realizing their full potential.

(P2.4) Motivation refers to the willingness of individuals to perform certain tasks or actions and because when workers are motivated they strive more to improve and develop their skills to do a better job for their next task that are given to them. Here are the motivational techniques that can resolve to motivate employees to perform better:

An employee, or worker, is an individual who works under a contract of employment and knows his or her rights and duties (BusinessDictionary, 2015). Motivation can be defined as the “the set of states of the individual’s needs that require to be satisfied and therefore pushes, incites and causes the individual to perform a series of actions in order to satisfy them” (Achim, Dragolea & Balan, 2013, p. 685). Thus, the need of a person to be satisfied inspires and drives the person to perform the activities he or she is passionate about. Dwight D. Eisenhower states that “motivation is the art of getting people to do what you want them to do because they want to do it” (Achim, Dragolea & Balan, 2013, p.

When employees are held accountable they must know exactly what they are supposed to. That way they are responsible for their actions. Follow up with checkups to let them know what they are doing and the progress they have made. It is sometimes good to do a few word of encouragement. To keep the employee on task. Encouragement can also help them strive to do more. The employee cannot be productivity if they feel they don’t have a realistic goal at hand. The goal

What is motivation? Motivation is defined as “an individual’s willingness to respond to the organization’s requirements in short run.” (P.71 Dixon, 1998) For the purposes of this research paper, I find the most fitting definition of motivation is to define it as “the force that Energizes, Directs, and Sustains behavior.” (uri.com, 2014) Motivation is imperative to productivity. A highly motivated staff often leads to high productivity from the workforce.

To start with, it is useful to infer from the literature and research that motivation in organisations refers to the process by which employees are enabled and induced to behave in particular ways. Thus, motivation is often associated with a search for the means by which people 's job performance and productivity may be improved or maintained. Many theories about motivation begin by addressing the interrelated issues of human needs and how these influence the direction and maintenance of an individual 's intentional behaviour.

As such, it is of crucial significance to note that employee motivation always plays a significant role in upholding the behaviors of employees thereby positively influencing their performances. This leads to achievement of the organizational goals,