Why Is Motivation So Imperative? Essay

Employee motivation is, or at least must be, one of the key issues for directors, managers and personnel managers. The leader must be able to find the sensitive strings of his subordinates, which can be motivated by influencing them to achieve high performance. The correct use of motivation encourages staff to make more efficient use of their knowledge, skills, and talents. In today's turbulent, often chaotic environment, commercial success depends on the employee's talent and effort. Despite the many existing theories and practices, some of the motivation of leaders today remains a mystical term. This is partly due to the fact that people are motivated by different things and techniques.

With this being said, motivation is very complex and is continuously fluctuating over time (Maslow, 1954). Getting employees optimally motivated is very difficult, due to the various components that go into motivation. However, when an employee is positively motivated, they will be able to accomplish any task set in front of them.

Motivation most certainly plays a huge role in the workplace, therefore, it is imperative to understand fully the basic theories and methods, and of course how to apply these theories and methods to everyday workplace scenarios. These motivational skills and techniques will definitely play a key role for leaders and or managers, knowing how to motivate people in today’s workforce will provide job growth.

Third possibility is the both type of motivations, intrinsic and extrinsic, are the reason for someone’s action. It is when the person is doing something knowing there is going to be a reward at the end, also during that action the person will develop in skills, professionalism, etc. The example could be taken from the essay that Kohn wrote. The reward that Kohn could have got is being paid for writing the essay, with the main back up that the action will bring development of experiences in writing professionally. Another example could be a man runs in a burning building to save his neighbor’s kid. That man

Employees should always be motivated; this attracts talent, opens up new channels for innovation and creativity and brings in a sense of satisfaction among them which helps the growth and development of the organization.

Extrinsic motivation it is the motivation brought about by what a person is getting from a certain task, rather than interest in the task. An example of extrinsic motivation is when a student who is not particularly interested in math works hard in order to attain a good grade, and in a working person’s life, it could be working on a task that is not necessarily interesting to him/her, but that is giving a good amount of financial reward. A good example of intrinsic motivation is working as a volunteer in a children’s home because taking care of children is of personal interest and satisfaction, to the person, despite getting no reward.

Motivation is the force that makes us do things, whether accomplishing personal goals or completing tasks at work. Most people are motivated as a result of their individual needs being satisfied, which gives them the inspiration to perform specific behaviors for which they receive rewards (Kinicki & Williams, 2011). These needs vary from person to person, as everybody has specific needs to be satisfied. When we consider factors that determine the motivation of employees, many of us think of a high salary. This answer is correct for the reason that some employees will be motivated by money, but mostly wrong for the reason that it does not satisfy other needs to a lasting degree (Bizhelp24, 2010). This supports the idea that human

There are several different kinds of motivation, and some of the different types include extrinsic motivation, intrinsic motivation, physiological motivation, and achievement motivation. Intrinsic, extrinsic, and psychological motivation all play a role in an individual’s achievement motivation. Extrinsic motivation is motivation from outside circumstances that can influence an individual’s motivation. Extrinsic motivation factors can range from social acceptance, a promotion, or even a monetary reward. Intrinsic motivation on the other hand is motivation that comes from within an individual. Intrinsic motivation factors would be a person’s enjoyment and satisfaction they get from achieving a task. A person’s

Motivation is the “why” behind our behaviors. Behavior that is usually goal-oriented. The forces that lie beneath motivation can be biological, social, emotional or cognitive in nature. There are, indeed, a plethora of inducements that cause us to act the way we act and do the things we do. They include things like quenching our thirst, reading to gain knowledge, studying to ace an exam, surpassing quotas and meeting deadlines for a promotion, etc. According to Kendra Cherry’s article on “WHAT IS MOTIVATION”, there are three components of motivation: activation, persistence and intensity. Activation is the decision to initiate a behavior. Persistence is the continued effort toward a goal even though obstacles may exist. Intensity is the

History teaches us that motivation has been a key ingredient proven effective in the accomplishment of tasks, or used to get things done. This paper will discuss the classic and contemporary background/history of motivation. In addition, covered will be the theoretical background and theories, the implications motivation has for leaders, and the motivational tactics used in the working environment that stimulate results.

Motivating workers can be one of the most challenging for management. Management should ask their workers what motivates them the most. If management has a hard time deciding the staff’s motivators, then he/she should ask them what would make them more eager and thrilled about doing their job. If the individual appears to be uncertain or undecided, then management should recommend different types of motivators. While they are making these recommendations, they should also listen and observe the employee’s reactions and responses. For the most part, employees want strong and well- defined goals, objectives, and expectations that are jointly understood and decided upon. They want a strong boss who is a great leader and he/she can lead and guide their actions. Also, they want respect and fair treatment. Staff that are motivated want to have opportunities to grow within the organization, to have power and say-so about their work, participate in decision-making, and to have a role or be a part of a triumphant team.

Different types of motivation are frequently described as being either extrinsic or intrinsic. Extrinsic motivations are those that arise from outside of the individual and often involve rewards such as trophies, money, social recognition or praise. Intrinsic motivations are those that arise from within the individual, such as doing a complicated cross-word puzzle purely for the personal gratification of solving a problem.

Motivation is the driving force behind why we do what we do. Every day we are faced with the decision of whether or not to get out of bed; for many, this is their first decision of the day. If a person is motivated they will eventually get out of bed and start their day. Motivation is used in nearly every aspect of our lives and drives use to initiate and maintain goal-centered behaviors. An average person with a life expectancy of seventy-one years can expect to spend more than ten years of their life at work, but what motivates a person to get up every day and go to work. Several theories have been proposed in relation to work motivation, and what drives a person is as unique to them as their fingerprints. No two people are motivated by exactly the same drivers, and research shows that we are motivated by more than just a paycheck. Researchers Morse and Weiss (1955) found that 80% of men sampled said that they would continue to work even if they had enough money to live comfortably without working. Since then, this question has been asked is numerous studies yielding similar results. Twenty years after Morse and Weiss’s research, only 72% of those sampled answered yes they would continue working, the decrease in percentage is attributable to social change that occurred in the twenty years between the studies (Vecchio, 1980). Though this has continued to decline since 1955, the fact that most people would continue to work even if they had enough money to live comfortably implies that there is apparently more that motivates us to work than just money (Highhouse, Zickar, & Yankelevich, 2010).

Motivation is one of the most discussed topics in the present era’s organisations, especially since renowned psychologists like Maslow and Herzberg are dedicating their efforts to understanding it. Companies are investing a significant amount of resources in improving productivity in order to maximise profits. One of these important resources is of human nature. In order to get the very best out of employees, some motivational approaches need to be used. But what is motivation and how do I successfully motivate? I will try to relate one of my personal experiences with a friend to some of the most influential motivational theories. After introducing my story and making a definition of motivation I will address the ideas of Taylor,

     Intrinsic motivation can be defined as “motivation associated with activities that are their own reward” (Perry 2003). It is motivation that stems from your inner feelings and views which feed your desires to accomplish and perform. Oppositely, extrinsic motivation is “motivation created by external factors such as rewards and punishments” (Perry 2003). When you are extrinsically motivated, you are only performing the task for what you will gain from completion. On the other hand, when we are intrinsically motivated, there is no requirement for external rewards or punishments