motivation

Motivation in “The Shawshank Redemption” Bhupendra Wilfred BUS 301 MN Dr. Robert Aceves York College Motivation in “The Shawshank Redemption” 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.

Reward, whether it is financial (in terms of a monetary bonus) or simply praise and the recognition of success, will positively impact levels of motivation within a team. For example, a sales team working towards a target, that if achieved will mean a financial bonus will be more motivated than a team without this incentive, especially if a high percentage of that team have money as a primary motivating factor. The effect of praise and recognition on staff will be a team that feels valued and appreciated by its organisation. This will help promote harmony and make for a stronger, healthier and a more motivated team. A team that is not praised and recognised will soon start to feel that their hard work is not appreciated.

Motivation Introduction Mitchell (1982, p.82) describes motivation as “the degree to which an individual wants and chooses to engage in certain specified behaviours”. Hence, in general, behaviour is determined by certain motives, thus, Vroom and Deci (1992, p.33) considered motivation “as the causes of our behaviour”. Moreover, according to Mullins (2013, p.245) motivation is concerned with question “why do people do what they do?”, because motivation is an inner driving force which leads to particular action to achieve some aim and fulfil some need. In other words, Chartered Management Institute (cited in Mullins, 2013, p.246) observes that, “the aim of management is to give people what they really want most from work”.

Rewards System Bus 325 Mariah Lopez June 18, 2018 Professor Kraychir A motivated workforce can be a significant success when employees are motivated to work at a higher levels of productivity. Also this means the whole organization is more effective at reaching it’s goals. Rewards can be a positive outcome when it comes

Objectives: To define motivation To define Intrinsic and Extrinsic motivation To give examples of Intrinsic and Extrinsic motivations Identify the relationship between Intrinsic & Extrinsic motivations using the theories that discuss the relationship and give examples. Conclusion

Motivation can be defined as the internal state of individual’s mind that enable individual and directs the behaviour of the individuals. Motivation makes the individual to do something. It is defined as the individual’s willingness to intensity efforts to achieve the goals.

The term motivation can be described in many different formats and views, but according to Dr Stephen P. Robbins, this is the process that account for an individuals intensity, direction and persistence of effort toward attaining a goal (S. P. Robbins, Organizational Behaviour 9ed, p.155). However, I will describe motivation as any factor which will cause an increase in my normal input into doing something, and with the knowledge and hope that a reward will be gained afterwards.

Motivation is: “the psychological process that gives behaviour purpose and direction (Kreitner, 1995); a predisposition to behave in a purposive manner to achieve specific, unmet needs (Buford, Bedeian, & Lindner, 1995); an internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve” (Bedeian, 1993). Due to the difference in the definitions for motivation, I will use the definition – Motivation is the inner drive that allows individuals to achieve company and personal goals.

Motivation is one of the main key reasons people are so successful in life. Without the needs and motivation that people meet to achieve their goals businesses would be unsuccessful. Mangers need to follow the basic motivation steps so that way their employees are working at their full

Motivation is necessary for employees to grow and stay satisfied with their jobs and their current employer. Motivation is a driving factor that leads people to work harder, produce higher quality work, and contributing to the factor of overall satisfaction, which leads to better employee retention. Everyone is unique, with their own set of unique values and ideas. To be successful in instilling motivation within a company there has to be multiple strategies in place to reach each individual.

4. Motivation is the process of operating organizational conditions which will impel employees of any emotion or desire operation one’s will and prompting or driving at it to action.

-Intrinsic motivation; this is related to psychological rewards such as using one’s ability, a sense of challenge and achievement. These rewards can be determined by the actions and behaviour of individual managers. (Mullins, L. (2010))

This paper discusses the belief that pay is the only determining factor of employee performance and motivation is outdated. The discussion encompasses the concept of how different types of rewards, such as extrinsic and intrinsic rewards, are key factors of employee performance and motivation. Additionally, the right mix of rewards

An intrinsic rewards is an intangible award of recognition, a sense of achievement, or a conscious satisfaction. However, the extrinsic awards is an award that is tangible or physically given to for accomplishing something. In an organization, the manager should not just give an extrinsic rewards such bonuses, salaries, and benefits. Give an intrinsic rewards also is important to employees because it will motivate them to tend to work at higher levels of productivity and strive to develop professionally. The example of intrinsic rewards is the knowledge that you did something right, or you helped someone and made their day better. Because intrinsic rewards are intangible, it usually arise from within the person who doing the activity or behaviour. Whereas, the example of extrinsic rewards is a certificate of accomplishment, a trophy or medal for winning the competition, a badge or points for doing something right, or even a monetary reward for done the job. Because

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.