Why Motivate Employees in workplace? Essay

Introduction, production of quality results, retention of employees, effective performance, reference list.

It is the dream of every organization to attain success in all its undertakings. To achieve this, organizations have to realize that success stems from the people employed to work for it. If these people are not motivated, they lack the morale to work hard. It is the responsibility of senior managers to ensure that employee’s needs are met as they strive to meet the organization’s needs. It is normal for one to feel discouraged if his/her contributions are not recognized and rewarded appropriately.

One cannot be able to achieve the goals of an organization if he feels that, he is being exploited. Motivation does not mean giving huge salaries but a simple word of mouth, for instance “well done”, can play a great deal. This paper looks at the benefits of employee motivation to an organization. How it helps in the production of quality results, achievement of goals, employee retention, and improvement performance.

According to Pfeffer & Veiga (1999), motivated workers have ambition to produce quality results and emulate better ways of undertaking their duties. They feel part and parcel of the organization and all their efforts are aimed at making the organization better. By encouraging them, they feel valuable and ready to take any challenges that comes their way.

They involve their soul and mind in searching for better strategies to address certain issues in an organization. Motivation also comes along with respect; if managers respect the employees working under them by giving them the freedom of speech and room to express new ideas they are encouraged to be creative. Failure to motivate employees may result in poor performance of a company.

Motivation is one of the strategies that an organization can use to retain employees. The process of selection and recruitment for job appointment is usually costly and an organization cannot afford to waste such funds simply because of failing to motivate its staff. More to this, training costs are usually very high because of the cost incurred and the reduction in production an organization experiences due to the appointment of unskilled staff.

When employees are motivated, they feel obliged to work for an organization and may find it difficult to leave without valid reasons. On the other hand, when employees are not motivated they feel out of place and start looking for other places where they can feel valuable and their services being appreciated. Organizations that are able to retain employees are assured of a good performance because they do not need to train new employees every now and then (Fergusin, 2010).

From research, it is clear that employees are not only motivated by money but also their attitudes. The first furtive to efficacy is to understand the people one works with and depend on so that one can make use of their influence, their tradition of working, and their values.

An employee inputs are the positive contribution he makes for the betterment of an organization including the work he does, his skills, behavior, and experience while outcomes are the rewards he gets out of his hard work, this may be in the form of appreciation, promotion, incentives, salary rise, to name but a few.

Employees perceive that, they should be given rewards that consummate with their organizational performance. It is a form of organizational behavior that holds that, employees are likely to perform better if they perceive their rewards to be high.

It predicts that, majority of employees be motivated to work hard if they suppose the reward they expect to get to be directly proportional to the work done, and if they value the rewards expected from the organization. HR managers should provide employees with opportunities to participate in educational seminars and programs.

Employees acquire new skills which they use on their jobs for their benefit as well as that of the organization. They should also be provided with study leaves or allowances for furthering their studies. This may appear to be an added cost in the short term but the results are worth it. Employees develop new skills and strategies for handling their responsibilities, work becomes easy and more time is saved which can be used for other productive activities.

Goal setting and motivation

There is a positive relationship between goal setting and motivation. In organization behavior, goal setting is one of the most common theories. Goals help one to work hard to achieve a particular task. Organizations have goals for the different personnel employed in different departments some call them performance contracts.

An employee is given a task which he is expected to accomplish within a set deadline. Without motivation employees cannot be able to achieve these goals. Managers have realized motivation is the only way forward and many are trying to appreciate the contribution employees make in an organization, for instance the goals they help an organization to achieve. Goals act as good stimulants for organization performance and self-efficacy.

This is more so if an individual gets positive feedback in relation to goals which they have achieved. Feedback helps in increasing self motivation and self worth. When an employee has successfully achieved a certain goal and received positive comments for the same, he feels important and valuable (Neil, 2008). This motivation leads to sustained achievement and a process of goal setting emerges. Goal setting theory requires individual to evaluate their performance in relation to the goal.

That is, they need to know their current position before setting the goal. This will help them determine which areas need to be worked on. When it is incorporated into HRM systems, the individual has a ready environment and many opportunities to talk about his or her needs and take proper steps. On the other hand, the organization gains insight and information that will help ensure that the right people are placed in the right positions at the right time (McKenna, 2002).

Motivation inspires employees to look for ways of undertaking their tasks effectively and lack of it can completely dishearten them. People need to be encouraged and appreciated in order to achieve their mission and that of others. Employees’ team working groups that are well structured with good communication help in fulfilling the group needs.

Self actualization needs can be fulfilled by encouraging employee developments by use of appraisal tool where employees gauge their performance. Provision of secure working environment coupled with training on safety and health issues can assist in meeting the security needs of the employees.

On the other hand, reward systems on job promotion based on employee’s efforts, skills, and experience can help in raising their self esteem and meet the needs that come with it (Bob, 1995). One critical factor is the level of trust in the organization. For the process to be successful, there first must be a background of trust and openness in the organization. Otherwise, people will not feel safe in providing the authentic feedback that is required for developing leadership skills.

If an organization wants to succeed, it must recognize and reward the efforts of the work force, failure to do so results in poor performance which in turn lowers production of the organization. The human nature is so simple yet so complex in some cases. Human beings respond differently to certain situations although their behavior is influenced by the surrounding circumstances. Like the saying go, “you can take a horse to the river but you can never force it to take water”, human behaviors in some way resembles this saying.

One can employ as many people in an organization as he/she wants but can never force them to take up their responsibilities. This is something that comes from inside and can only be initiated by the things we get or hear. Employees are motivated to work for an organization because of the reward they expect to get at the end of the day. If there is no recognition of the work done I doubt whether any one would be willing to offer his/her services.

Motivated employees are happy and are ready to face the daily challenges, when they are appreciated, they feel part and parcel of an organization and all their efforts are directed to the betterment of the organization. This increases organization’s performance and also helps in retaining employees. Supervisors should recognize the value of employees in the organization and the importance of thanking them either through writing or verbally for their precise contributions.

Bob, N. (1995). Motivating employees with informal awards. Management Accounting (USA), Vol. 77 Issue 5 p30

Fergusin, W. J. (2010). Creative compensation: keeping employees on board. Journal of property management, Vol. 55 Issue 3, p12

McKenna, T. (2002). Motivating the front line. National Petroleum News, Vol. 94, Issue 11, p18

Neil, S. (2008). Employees’ benefit- It takes more than cash to make workers happy. Database: Academic Onefile, eweek, p80

Pfeffer, J. & Veiga, J. (1999). Putting people first for organizational success. The Academy of Management Executive, Vol.13 No.2

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Employee Motivation Essay Example

Every business is expected to yield profit. However, raising profits can only be possible if the managers and workers perform their duties with their best efforts towards achieving a common goal. A workplace where the employers and employees are dedicated to their work and meet their deadlines without being supervised can score better proceeds. In the competitive business world, each organization yearns to succeed and improve the quality of its services and raise performance levels. Employee motivation is what makes an employee willing to improve personal performance and effectiveness, resulting in the provision of the high-quality outcome at the workplace (Berrin & Bauler 182). It is divided into intrinsic motivation (internal factors), such as a feeling of enjoyment brought by the work, and extrinsic motivation (external factors), such as rewards. This paper will research on employee motivation types, factors affecting it, its importance, and techniques applied in motivating employees.

Types of Employee Motivation

Intrinsic motivation is a feeling that comes from within a person. It is self-driven and comes from the inner feeling of an individual rather than being imposed by someone or being triggered by a particular reward (Kovach 59). When a worker feels motivated by the work, it is referred to as intrinsic motivation. It is the job itself that motivates a person, especially when it is enjoyable and includes an understanding of the reasonable goals. One can be intrinsically motivated by the work environment. For example, if the environment is favorable, an employee is more likely to feel at peace with the work thus driving him/her to work even more. On the contrary, if the environment is unfriendly, the employee is more likely to be discouraged to work. In fact, he/she will not like the idea of going to work. Intrinsic motivation may be generated through job satisfaction. Most employees feel gratified with their job when they are permitted to have control and liberation and to contribute to innovations on their job. Intrinsic inspiration can also be prompted by an environment that emboldens the exploration and learning. Intrinsic motivational factors can be accomplished by job design that encompasses job simplification, job rotation, job enlargement, and job enrichment.

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Extrinsic motivation is a type of motivation that is affected by the external factors to self-motivate an employee (Kovach 62). These factors usually drive an employee to reach a particular goal either willingly or unwillingly. They originate from the management, and the employees can either react to them positively or negatively. Thus, employers should use external motivators that generate a positive response from the workers. The examples of these factors are punishments and rewards system. When a punishment is set for not achieving a particular target, employees tend to do their best to hit the target. Likewise, when a reward is given to those workers who meet an objective, they will be motivated to work harder to reach the target and get the award. However, in some cases, a punishment produces a negative result; for example, some employees may cheat in their results when they are given a precise target to achieve, making the organization calculate its performance rate on false information. This information will include data that supports the improvement but no financial proceeds to support it.

Employee motivation is important because it facilitates the sustainability of the business organization by enhancing its improvement. Without motivation, whether intrinsic or extrinsic, it will be challenging for a business to succeed and prosper in the future. Thus, a key to the development of any company is motivation. People cannot be forced to work well but rather be motivated to perform better than before.

Employee Motivation Techniques

The following are techniques used to create and increase motivation of employees: fashioning a positive work environment, celebrating achievements made by employees, offering job security, providing incentives, training, surveys on employees, and promotions to best performers, and, lastly, sharing profits with the workers. A positive work environment motivates the employees because they feel free, comfortable and welcomed at the workplace. Promoting teamwork and sharing of ideas between employers and employees result in enhanced job performance (Berrin & Bauler 223). Bonding is necessary at the workplace because employees will learn to work together to achieve a common goal and promote healthy competition among workers. A manager should be a good mediator when a conflict arises at the workplace and eradicate conflicts as soon as they arise. As much as teamwork creates a positive work environment, employees should be reminded to work independently to perform their assigned task.

Recognizing and celebrating achievements made by the workers motivate them to perform better than before (Berrin & Bauler 228). Naturally, people like to be recognized for their achievements; the same regards a workplace setting. Awarding workers with the certificates of accomplishment, vacation days, and employee of the month or year titles, giving trophies and gift vouchers are ways of recognizing and celebrating the efforts of the employees. When an employee is honored and known for an excellent work done, he/she will be motivated to do their best. However, if his/her achievements are not recognized, they will be discouraged because their efforts have not been celebrated. There is no need to make a success if you are not going to be known for it.

Setting goals to be achieved by the end of a specified time gives an employee a reason to strive to attain a particular target (Berrin & Bauler 237). Professional goals encourage competition between workers thus motivating them to reach a particular objective. However, the goals should be reasonable that is an employee can achieve that. When goals are not set, it is difficult for employees to know what is expected of them; thus, they will feel relaxed at their job. On the contrary, when a goal is set, they are made aware of what is expected of them. Setting specific goals and time limits will motivate the employees.

Incentives boost employee motivation because when an incentive is put in place, it lures the employees to work harder and smarter (Berrin & Bauler 255). Those include cash prizes, gift cards, parking spot and office space. Employees are more likely to be motivated if their efforts are rewarded.

Conducting surveys to get feedbacks on how employees feel about the management if they face any problems will provide possible solutions to the problems. This technique can determine if there is a barrier in the workplace and allows the managers to solve the problem. If there are no barriers in the workplace, employees will be motivated to work because there is a peaceful co-existence (Berrin & Bauler 228). A survey can be facilitated with questionnaires. These questionnaires should be filled by employees anonymously for the protection of their identification and making them feel free to share their feelings and ideas.

A promotion granted on performance motivates employees to perform better. When an employee sees a reward or promotion for good job performance, they will be motivated to work their best. When one worker sees his/her co-worker being promoted because of performing well in his/her duties, he/she will be motivated to do the same to get a promotion (Berrin & Bauler 250). Promotions come with a monetary increase in the salary, bigger office and better rank in the office. Acquiring a status through the promotion motivates the promoted employee to work at his/her best not wanting junior workers to think that their senior employee cannot handle the assigned new tasks. It also encourages other employees to copy the behavior of the promoted employee to achieve the same success.

The managers should motivate their employees by encouraging them to get more knowledge by sending them to seminars and workshops. This technique enables the employees to acquire new knowledge that helps them advance in their job. Training is very important because it ensures that employees are knowledgeable about new technology or any new way of performing a job. New work is made easier after undergoing a well-constructed training; the training also works as a refresher course for the profession (Berrin & Bauler 262).

Providing job security also motivates the workers to work better. A worker who is at a company that offers job security is calmer, relaxed and has trust in the business, unlike an employee who is working in an organization with no job security. An employee has faith in an organization where job security has been offered hence will do what is expected of him/her by the employers (Kovach 64). Unlike an employee who has no job security, whose managers may dismiss him/her any time they wish too, he/she will always be anxious and tensed because of being unsure at which point the employment will be terminated whether he/she works at his best or not.

Sharing of the company’s profits is also another way of motivating the employees (Berrin & Bauler 259). When the profits of a corporation are reflected in the employee’s salary, it will make him/her want to get more profit for the company to earn more. The more profits they make, the more money they get. That is salary plus profits made by the company. Financial gains mostly motivate employees. When they release an input, they expect an output to them by the management.

Theories of Employee Motivation

These theories support the techniques of motivating the employees and are divided into process and content theories. Motivation content theories concentrate on the exact thing that motivates an employee (for example, Maslow’s Hierarchy of Needs, McClelland’s Achievement Motivation, Herzberg’s Two Factor Theory, and Alderfer’s Modified Need Hierarchy) while process theories look at how behavior is instigated and sustained; they include Vroom Expectancy Theory and Adam’s Equity Theory.

Herzberg’s Theory is also referred to as Hygiene Theory. It is a two-factor approach that states that two different factors influence satisfaction and dissatisfaction (Herzberg, Mausner, & Snyderman 288). Herzberg ’names the factors that influence dissatisfaction as dissatisfiers (maintenance and hygiene factors) while factors that influence satisfaction are called satisfiers or motivators. Dissatisfiers include working conditions, policies, job security, and status while satisfiers include recognition of achievements, responsibilities, and growth. Dissatisfiers do not have the same impact on job satisfaction but rather influence job dissatisfaction. These factors will not motivate an employee, but their absence in a workplace will influence job dissatisfaction (Berrin & Bauler 188). To motivate workers effectively, the management should work on providing good hygiene factors that ensure the staff’s job satisfaction thus motivation.

Maslow’s Hierarchy Theory of Needs arranges the interdependent needs of a human being from the basic need to the highest level of requirements (Berrin & Bauler 184). The author concludes that once a person has satisfied the lower level of need, the next level of requirements motivates him/her to work harder to attain it. The most fundamental needs are physiological, for example, shelter, food, air, and clothing (Maslow 372). They are the key needs to sustain life, and when they are not met, it affects a person physically. Once a person can sustain his/her life, he/she can be motivated to achieve the next step; but if he /she cannot afford these basic needs, it will be difficult to move to the next level. Employees should be able to afford these necessary basic needs with their salaries to be motivated to get to the next level. Safety needs are the next level, where employees feel a sense of having security, feeling peaceful and orderly at the workplace (Maslow 380). Social needs comprise of friendship, a sense of belonging to a certain group, love and acceptance in a certain environment. Employees usually want to fit in a particular group at a workplace or feel accepted and loved by the others. To satisfy these needs, they tend to work harder to reach a target that will allow them to be identified and accepted by others. A person will strive to reach that rank. Esteem needs generate motivations only when the lower needs are satisfied. They include self-esteem, freedom, and self-confidence. When an employee satisfies these needs, he/she feels capable, in power and worthy to be in that place. However, if the needs are not met, an employee will lack esteem and will feel inferior to the others. What is more, he/she might not be able to tend even to the duties. The highest need is self-actualization that includes creativeness, self-realization, and self-fulfillment (Berrin & Bauler 185). When an employee realizes his/her potential, he/she feels the satisfaction of oneself. This process serves as a continuous motivational fact because when an individual completes one need another need arises.

Alderfer’s Modified Hierarchy of Needs is a modified Maslow’s Hierarchy Theory (Berrin & Bauler 187). Alderfer agrees with Maslow that human needs can be arranged in levels but instead of categorizing them in five, he reduces them to three levels of existence, growth and relatedness. According to Alderfer, two levels can be achieved at the same time. It is not necessary to move from one stage to another (Berrin & Bauler 187). A person can attain the highest level of need without fulfilling the lower needs. Thus, in these two propositions, he is not in agreement with Maslow’s theory. When an employee satisfies growth needs, he/she will have the desire to meet relatedness needs. The fewer existence needs are met, the more desire a person will feel to fulfill them.

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In McGregor X-Y Theory, X stands for autocratic management while Y is participative management. X theory assumes that external motivation is achieved through punishment or threat while Y theory believes that an employee is internally motivated with a good environment. X Theory assumes that people dislike work and, therefore, have to be pressured to contribute to a company’s goals. Y implies that although punishment can motivate a worker to work, it is not the only way because employees are self-motivated. Employees can get motivation from within themselves because of good environmental factors surrounding them at a workplace.

According to McClelland’s Need-Based Motivation Theory, human beings have three needs: achievement, power, and affiliation (Berrin & Bauler 190). In his research, McClelland found out that businessmen have a desire for achievement motivation. According to him, motivation achievement can be taught through training by teaching an employee to act in terms of achieving a motive (Berrin & Bauler 190).

Locke’s Goal Theory illustrates how setting specific goals to induce high performance and setting more challenging goal increase performance efforts. Through employees’ participation in making goals, they will set higher goals and be motivated to achieve even more to gain superior performance. Workers will set reasonable and attainable goals since they are the ones expected to reach the objective unlike when employers set unreasonable goals. In this theory, for a goal to be achieved, there has to be an effort to achieve it. When the goals set are unreasonable, there will be no motivation to attain them. Thus, it is important to involve the staff in setting the goals.

Skinner’s motivation through positive reinforcement suggests that stimuli trigger behavior. Thus, in a business set up, any factor that results in behavior change is a motivational change (Berrin & Bauler 205). The change can either be positive or negative. Skinner advises managers to use positive reinforcers such as promotion and salary increment to promote motivation in the workplace. Managers should also solve problems in the workplace to create a peaceful environment that will motivate employees. The staff can only be motivated if there is a positive reinforcer.

Vroom’s Model Theory asserts that effort leads to performance and performance leads to either positive or negative rewards. Positive rewards motivate employees while negative rewards do not motivate them. Employees’ work effort is based on what they are expecting to gain at the end of it thus the expectancy theory (Berrin & Bauler 203). Ensuring the staff expects a pay rise and promotion will motivate them to work harder on achieving the set goals. When there are no reward expectations, a minimum effort will be put since there is no potential gain at the end of it. No one wants to work for free unless it is charity. Work is believed to have some payment after its completion; thus, an extra work of achieving a goal should have an extra bonus to the salary. If the management considers bonuses, its staff is more likely to be motivated.

Adam’s Equity Theory illustrates how employees seek fair treatment at the workplace in cases of rewards and the rate of their efforts (Berrin & Bauler 195). Employees base their judgments on comparing themselves with people around them or with persons of the same profession. They will feel undermined if they realize that they are contributing more than the other employees and are not being rewarded the same way. The level of motivation is based on the percentage of fairness that has been found out by the employees. When employees believe they are treated equally, they will be motivated; but when they believe there is unfairness; they will be discouraged. Unfairness can cause the staff to be hostile, disruptive and silent.

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This paper has critically explained the concept of employee motivation and the various advocated theories used to motivate employees towards helping the organization to accomplish its goals. Theories of employee motivation suggest that there are many variables influencing how employees perceive their work and are motivated to achieve a high level of performance. Concepts of fairness, hierarchy, motivational effects and external motivational factors all give tools to help to analyze motivational influences and come up with strategies to increase levels of motivation at a workplace. Although most theories seem to conflict, they do shed light on those areas of motivation. Motivation is a vital area in the study of organizations and management, and it cannot be ignored even with the presence of many unanswered questions and conflicting theories.

Employees are the most important resource in an organization and, for this reason, they should be treated well and should always be motivated. Well-motivated employees are always ready to work hard towards achieving the set goals of the organization. Employees individually and collectively contribute to the attainment of the set goals for sustainable competitive advantage. It can be achieved through various ways including providing safe working conditions for employees, rewarding the employees well according to the work they do, and providing training programs to sharpen the employees’ skills.

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Essay about Employee Motivation

Western health system case study.

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.

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All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve the situation may board on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). A major problem to address is how to keep the motivation level high in a company when the employees do not feel appreciated.

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Motivation In The Workplace Essay

Motivation In The Workplace I. INTRODUCTION Motivation is key in the workplace. It is developed from the collaboration of both conscious and unconscious principles such as the strength of desire or need, motivating force or reward estimation of the objective, and desires of the person and of his or her peers/co-workers. These elements are the reasons one has for carrying on a specific way. An illustration is an understudy that invests additional energy contemplating for a test since he or she needs a superior review in the class. The Inside and outside principles that animate want and vitality in individuals to be constantly intrigued and centered around their work, part or subject, or to try to achieve an objective. majority of employees need motivation to feel good about their jobs and perform optimally. Some employees are money oriented while others find acknowledgment and accolades personally motivating. Motivation levels within the workplace have a point-blank impact on employee effciency. Workers who are driven and excited about their jobs carry out their obligations/duties to the best of their capacity and generation numbers increment therefore. An impetus is an inspiring impact that is intended to drive …show more content…

The following are just a couple of the research topics that have been done on Motivation: Motivation ideologies, Ways to further employee motivation, Measures of Motivation, Principles of inspiration, way of making your workplace more exciting, wage/salary isn't a motivator any longer. Of the numerous speculations of work motivation, Herzberg's (1998) motivator hygiene theory has been a standout amongst the most persuasive in late decades. Essentially, the hypothesis isolates propelling variables into two classifications: Motivator factors, which have a remark with the work itself, and Hygiene factors, which have a remark with the encompassing

In this essay, the author

  • Explains that motivation is key in the workplace. it is developed from the collaboration of both conscious and unconscious principles such as the strength of desire or need, motivating force or reward estimation of the objective.
  • Explains that motivation levels within the workplace have a point-blank impact on employee effciency. an impetus is an inspiring impact that drives conduct and persuades representatives to be deliver quality work.
  • Explains how bosses can rouse representatives and drive specialist profitability by using inspiration systems that incorporate a few procedures.
  • Explains how disney needed to get more money out of the park but had no idea how to go about it. walt put together a group of seven people to figure out how.
  • Narrates how a colleague suggested opening up the park late on thursday nights in the month of may. after fourteen days the doorbell rang at the homes of each of the seven colleagues.
  • Opines that every leader should consider approaches to persuade and motivate his/her best/top preformers to enspire and empower them for which all sorts of individuals in the company will try to achieve the best they can be.
  • Explains herzberg's motivator hygiene theory, which isolates propelling variables into two classifications: motivator factors and hygiene factors.
  • Explains hackman and oldham's (1980) model of employment advancement states that occupations can be made more motivating by growing the following: skill variety/set, errand character, undertaking criticalness, autonomy, and input.

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Motivation Theories

“Motivation is the will and desire that a person has to engage in a particular behaviour or perform a particular task” (Lawley & King, P269). In life motivation will be needed to enhance the workforce in various ways, many organisations will use motivation to increase the percentage yield of an individual or to make an individual feel a part of the business or organisation. Incentives have a huge influence on behaviourist & extrinsic approach. In addition other aspects; humanist theorist, intrinsic approach, Taylorism and Fordism have a part in perception of motivation.

What Are The Five Theories Of Motivation?

There are many factors that can affect the overall success of a business. Yet, few are as important to understand and master as employee motivation. This is because a highly motivated workforce translates into increased productivity which helps ensure that the business reach its goals. Business owners who are smart make sure that a well thought out and tested motivation strategy is firmly embedded into the business model. Further, they are sure to consider how major decisions could affect their staff. In order to gain a better understanding of what drives the motivation of an employee, we must examine where motivation comes from both from a physical and psychological perspective, review the various theories of motivation, the importance

The Maslow's Hierarchy Theory Of Employees

The motivation of employees is the key crucial element in any organization. Employers should be able to implement all the strategies for motivation to increase the worker's performance. Motivation has got a lot of influences in performance levels and productivity in any organization. The example of motivation ways is through rewards, promotion, job recognition and others. The key factors to motivation also can include useful communication, supervision, career progression, interpersonal relations, recognition, money and also control. These factors influence the healthy performance behaviors of employees.

Understanding Employee Motivation: Key to Organizational Success

Motivation is the key determinant which guides an employee’s needs, wants, hopes and expectations. It can be subtly inferred by observing employees behavior and gauging whether he is motivated enough to fulfill the greater goals of the organization. There are various methods through which an organization can empower their employees and cause them to work in a beneficial way. A motivated employee proves to be a boon for the company as he turns out to be highly dependent, loyal and productive which is crucial for the overall growth of the company. He in turn is able to realize his true potential and be clear about his career path.

Hertzberg’s Two Factor Theory of Motivation

Over the years, researchers have tested numerous theories of motivation. Hertzberg’s Two Factor Theory of Motivation states that there are two types of motivators: the first has to do with an individual’s inward motivation, which includes achievement, recognition, and responsibility, while the other has to do with external sources of motivation such as salary, environment, policies, and administration. While external factors, or hygiene factors, will influence job satisfaction negatively, they have little influence on creating a positive influence on increasing personal productivity. However, internal factors, or motivators, have a tendency to have both a positive and negative affect on job satisfaction and performance (Sledge, Miles, & Coppage, 2008).

Maslow's Hierarchy of Needs Theory

Beck, R. C. (2004). Motivation: Theories and principles (5th ed.). Englewood Cliffs, NJ: Prentice Hall

The Importance of Motivation in an Organization

Motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction and employee extension. Employees also are not a machines that we could just program their task in their brain and they will do it automatically, they require motivation to actually do their job properly. And so, after discussing the process models of the Maslow’s “Hierarchy of needs”, Douglas McGregor theory X and Y, and also the Herzberg’s “two factor motivation hygiene theory.” understanding the ways of motivating people, the human nature, and the substance of nature. I believe that the true motivation can only come from within and also managers can actually motivate all of their employees.

Motivation Theories And Techniques A Manager Can Incorporate In An Organization

According to Jerald Greenberg (1999) scientist have defined motivations “as the process of arousing, directing and maintaining behavior towards a goal”. The act of arousing is related to the desire and vigor to produce. Directing is the election of behavior, and maintenance is the inclination to behave a certain manner until the desired outcome is met (Greenberg 1999). Much of the motivation theories will be related to the definition provided. All major motivation theory along with the method to successfully motivate your employees will be introduced. The theory and method that a manager may choose to use will depend on the environment and on the individual. There are two types of motivation theories content and process. The Content theories are based on the basic need and drives. The other theories focus on the process by which people are motivated (Auth, 1999).

Abraham Maslow's Theory And Issues In Organizational Behavior

al 1959) proposes in his Two-Factor theory a dual continuum around job satisfaction. He proposes that if certain ‘hygiene factors’ were present in a job, workers would be adequately satisfied. Once satisfied, workers could be motivated through the work itself by means of personal growth, achievement. Similar to Maslow (1943), this theory can provide managers with a basis to understand employees needs and motivators.

Motivation, Organizational Behavior and Performance

Motivation is an important concept which is critical for understanding of and improvement in organizational behaviour and performance. It is therefore important for the managers to understand motivation. It is an important tool which they can use to get more out of their employees and increase organizational performance. Motivation can be defined as the factors, both internal as well as external which arouse in individuals the desire and commitment for a job (Mele, 2005, p. 15). Organizational performance on the other hand refers to the degree to which the organizational objectives have been achieved.

Motivation and Conflict Management

Motivation is the concept of stimulating or arousing a person to achieve a goal. Motivation has much to do with desire and ambition, and if they are absent, motivation is absent too (What is Motivation and How to Strengthen It, para. 1). Motivation theories are unique to each organization. Some organizations have come up with motivation theories such as setting work goals, job performance evaluations, and fair treatment policies within the work environment to keep employees motivated. The impact that individuals, groups and structures have on behavior within organizations is Organizational Behavior. Motivation is affected by organizational behaviors, which is why different organizations apply motivation theories to motivate employees.

Motivation in The Workplace

When it is discovered that a worker can fulfill the requirements of their job, but are experiencing shortcomings in doing so, many times it is believed that worker motivation may be the root of the problem (Laird 95). What, though, is work motivation? According to Laird (2006), “motivation is a fundamental component of performance “ and “is the reason that someone chooses to do some things and chooses not to do others”. In other words, work motivation is what energizes workers to the level of output required to fulfill a task, directs their energy towards the objectives that they need to accomplish, and sustains that level of effort over a period of time (Steers et al., 2004). In essence, worker motivation is what gets the job done. Employee motivation has always been a central problem in the workplace, and, as an individual in a supervisory position, it becomes ones duty to understand and institute systems that ensure the proper motivation of your subordinates. Proper motivation of employees can ensure high productivity and successful workflow, while low worker motivation can result in absenteeism, decreased productivity rates, and turnover. A large body of research has been produced regarding motivation, and much of this research is applicable to the workplace. Due to the nature of man, motivation varies from individual to individual, and, because of this, there is no one system that is the best for ensuring worker motivation in every organizational situation, and, as a product, many theories have been created to outline what drives people to satisfactorily complete their work tasks. Throughout the course of this document, the three main types of these motivational theories will be outlined and examples of each as well...

Theories of Motivation

It is my intention in this essay to explore some issues around motivation and cite work based experiences to illustrate and substantiate any arguments or points of view.

Reflection Paper On Personal Learning

Motivation, as defined in class, is the energy and commitment a person is prepared to dedicate to a task. In most of organisations, motivation is one of the most troublesome problems. Motivation is about the intensity, direction and persistence of reaching a goal. During the class, we have learned a substantial theories of motivation and many theories of motivations are used in real business. Each theory seems to have different basic values. But, they all have been analysed for one reason, recognising what motivates and increases the performance of employees. Ident...

Motivation: A Key to Successful Management

Throughout this quarter, we have learned about many concepts managers should have or apply to their job in order to be successful. One of the most important concepts is motivation. Motivation is the persistence and intensity of the individual to reach a particular goal. As a manager, you need to understand the needs of employees and try your best to motivate them. Motivation is what gets tasks done, and improves companies around the world. Motivation can come from physiological needs, safety needs, social needs, esteem needs, or self-actualization needs. To be a successful manager, we must recognize the different needs that are important to each employee then design jobs that address those needs to maximize motivation as well as results. However,

More about Motivation In The Workplace Essay

Essay on Employee Motivation

In the society, we live in currently, the rate at which employees get depressed is rising. There is an urgent need to ensure that the employees have a good working environment. The environment is inclusive of how the employees are treated by their superiors. Employers need to learn and embrace the need for employee motivation in their places of work. This essay aims at addressing employee motivation as a whole and its benefits.

Companies and other sectors that need a workforce to run their operations must value their workers. The workers are a crucial part of any firm as no work can occur without them, and therefore, superiors must respect them. They have to feel that their worth is recognized and appreciated by their employers. Employers have to know how to recognize their workers’ work as it is one significant way of motivating the laborers. Trainers can take the Employers through a training system targeting how they handle their workers (Sabbagha et al., 2018). It will significantly improve how the workers perceive their tasks and undertake them. They will be more willing to work than in situations where they appear to be forced to work.

Scholars should not ignore the need for employee motivation to be included in the study of human resources. The unit is crucial as it is undertaken by any person who wishes to lead people or manage a firm. Incorporating employee motivation issues in such a unit will go a long way in ensuring that the managers and leaders are qualified and know how to treat workers. When set out in such a manner, managers will take the issue of employee motivation with more seriousness as it deserves (Haryono, 2020). The managers will understand better the need for conducting such practices in their firms. A way of grading the students of human resources based on who understands the topic of employee motivation will challenge the students and make them more attentive and thirstier to learn about it. The better they know it, the more effective the implementation will be.

How an employer treats their staff determines whether they will remain working for them or move to new places. When one is not satisfied or feels undermined, one will always want to look for a better place (Sabbagha et al., 2018). It is human nature to influence each other, and one person quitting the job could lead to hundreds of others following. To curb these, the management must ensure that they are satisfied. The complaints raised should be attended to in due time to make sure that the workers have an easy time as they work. When everybody feels at ease, things run smoothly, and tension is completely done away with for good. Tension can tamper with the quality of one’s work and affect the firm’s overall performance.

One most important way of motivating employees is by paying them well and giving them reasonable allowances. With the current economy, people need jobs to sustain themselves and have something to save. The introduction of house and transport allowances in places of work will help the employee significantly save some cash as the employer has catered for some parts. It is evident that companies with these allowances in place attract more employees and retain them for a long time because they motivate them well with good pay. When the people come in large numbers to be employed, cases where laborers are overworked, are rare. Overworking can be led to hating the job and having a bad attitude towards it which will affect performance negatively (Sabbagha et al., 2018). On the other hand, where there is job satisfaction, the attitude towards work is positive, and work is done well; hence there is the growth of the business and retainment of workers.

The management of any firm must know the academic qualifications of every person working for them. It makes it easy for the company to conduct training and promotions. It can sometimes even be used to determine the amount of salary that one is paid. The aspect of training employees makes them optimistic as it shows them that the company has a plan to be with them for an extended period. A person cannot be trained and then offloaded in a short period as it will be a waste of resources. Promotion is crucial for employers as it shows them that the management recognizes their work. It will motivate them to work even harder in the posts they have been assigned, contributing to the general productivity of the farm (Lăzăroiu, 2015). management can promote them based on their academic qualifications or the time of service they have offered to the firm as it increases the experience. Employees’ salaries need to be improved whenever the company makes profits to appreciate their work and encourage them to put in more effort.

Employees are the primary unit of a firm, and they experience challenges just like any other unit. The management should always ensure that systems deal with solving issues experienced by these people. A system that begins by collecting complaints, articulating them, and delivering solutions to the workers should be implemented. The workers will be at more ease to raise their issues, and employers will make their environments better according to their suggestions. Most workers usually fear sharing their problems with their bosses directly; therefore, they work under conditions in which the job satisfaction levels are deficient. Human Resource mainly undertakes to ensure that all workers are working under the best conditions (Hanaysha & Majid, 2018). It has significantly helped firms’ growth as productivity is directly proportional to workers’ contentment with their environment.

How employees are treated is likely to affect the people they serve. Mistreatment of an employee will set them in a bad mood and breed a lousy attitude and environment for work. If one is working in an outlet store, the chances of talking badly to clients are very high as their moods are not right. The same applies to teachers when their bosses undermine them and pour their frustrations on the students, which is incorrect. Students will receive unnecessary punishments and fail to understand what is being taught. The motivation of workers also works the same way as workers will treat their clients with the kindness their superiors accord them.

The act of motivating workers does not only help in building them, but it also ensures the growth of businesses. When laborers are inspired, they do good work, and productivity is guaranteed, and it is a win-win situation for both parties. Motivation should be encouraged and embraced by managers across the globe.

De Sousa Sabbagha, M., Ledimo, O., & Martins, N. (2018). Predicting staff retention from employee motivation and job satisfaction.  Journal of Psychology in Africa ,  28 (2), 136-140.

Hanaysha, J. R., & Majid, M. (2018). Employee motivation and its role in improving productivity and organizational commitment at higher education institutions.  Journal of Entrepreneurship and Business , 6(1), 17-28

Haryono, S., Supardi, S., & Udin, U. (2020). The effect of training and job promotion on work motivation and its implications on job performance:  Evidence from Indonesia. Management Science Letters , 10(9), 2107-2112.

Lăzăroiu, G. (2015). Employee motivation and job performance. Linguistic and Philosophical Investigations , (14), 97-102

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Motivation at Workplace: Achieving Organizational Goals

Introduction, motivation at workplace, ways to motivate employees.

Leadership is a very important skill which is not possessed by all; hardly very few people are blessed with this skill. Being a leader is not easy; it poses many challenges and the person who overcomes these challenges make a successful leader. A leader instills confidence and provides motivation to the employees, motivation is an extremely important factor and motivation can easily transform an employee within no time, ones the transformation of the employee takes place, the goals of the company would become much easier to achieve. This is why motivation is considered to be one of the most important factors and all most all the companies look for new methods to motivate the employees and to bring out the best out of them. This paper will focus upon an important issue of how to motivate the employees at workplace.

“Nothing matters more in winning than getting the right people on the field. Differentiation helps you do that.” (Welch Way, 23 March 2009). One of the biggest challenges faced by the leaders these days is getting the right people for the job, any job can be completed by anybody but the point is how efficiently a person can do a job? Leadership is all about perfection and any wrong decisions taken can prove very fatal. For instance a leader hires a person, who he believes is the right man/woman for the organization but the work of that employee proves otherwise, the organization can suffer because of the same and the loss occurred because of that wrong decision of the leader will always remain irrecoverable. It is very difficult these days to find the right people, who can commit their future to the organization but leaders are expected to have the quality of differentiation, a leader who possesses this quality can never go wrong in the process of selecting the right people for the organization. The quality of differentiation is very difficult to instill in a leader, this is something which should come naturally to the leader, no educational institution teaches this quality and it cannot be learnt anywhere and it is purely dependent on instincts. A leader should always differentiate the right people from the wrong people in order to succeed in his/her endeavors. This is one of the biggest challenges which the leaders these days face, if a leader is born with this quality then major pitfalls in leadership can be avoided without facing much difficulty.

Motivation is one key term which can overcome all the challenges. Motivation is a very wonderful tool which can turn around anything which is perceived to be as difficult. Motivating the employees is a very tough job which every leader should undertake and complete successfully. Motivation can be of many types but the one type which works out the best is rewards. Rewarding the employees for their hard work gives them the confidence to achieve more than what they have achieved and for achieving some target; the most important thing is confidence. Without confidence no employee can ever perform for the organization and the confidence is boosted by rewarding the efforts of the employees. Rewards can often change the thinking of the employee for good, in the sense that rewards can provide the employees with enough motivation to achieve the goals of the company and if all the employees in an organization work towards the target only then the target can be achieved. So all the employees, should be rewarded at some stage or the other for their efforts. If all the efforts of the employees goes unnoticed by the leaders then they will surely tend to think that there is no use of working so hard and this will ultimately result in de motivating the employees and from then on their contribution will reduce by an great extent. So to make sure that this does not happen a leader should make sure that the efforts of the employees should never go unnoticed.

Another way of dealing with the challenges is by having self control. By self control a leader can experience stronger motivation and this will help further in meeting the goals of the company. A leader should control his/ her own performance and set high standards for himself/ herself. A leader should be a role model in front of the employees, all the employees should admire the leader and only then the employees will listen and follow the instructions of the leader. Self control provides extra awareness in the sense that the leader becomes more aware of his/her goal and he/she starts working towards it along with the others in the organization. Another important thing is the analysis, which a manger is expected to have as a skill, he/she should be able to analyze the objectives of the organization and work accordingly. A clear plan of all this comes with self control, there are many other advantages of the same. Some of them are, if a manager has self control he/she will be able to maintain a good work environment in the organization, this is extremely important because in order to work in an organization it is extremely important to maintain a good and a healthy atmosphere. This is related to the self control of the manager and self control is also significant in decision making. A leader with self control will always make better decisions when compared to a leader with much less self control. The paper has already thrown light upon decision making and it would be redundant to elucidate upon how important is decision making for a leader.

Incentive Pay or Pay for Performance is given for specific performance results rather than the time worked by an employee. It is beneficial for both, the employees, as well as the organization because an incentive increases motivation of employees to work harder and to achieve the goals of the organization and when more and more employees work towards the goals of the organization, both, the employees as well as the organization inevitably grow and prosper. Incentives can give a much deserved boost to an employee, results of which, is usually seen in quick time this also strengthens the relationship of an employee and boss, the same also contributes in achieving the goals of the organization. “The simplicity inherent in the casual incentive approach attracts many farmers who would not consider a structured incentive. Casual rewards include a pat on the back, a sincere thank-you, a $50 bill, a dinner for two at a local restaurant, or a pair of tickets to the rodeo (workers may have excellent suggestions along these lines). You may want to entitle workers to choose from a menu of several rewards.” 1

There are many types of incentives all meant to boost the performance of an employee. For instance, typical incentives include profit sharing, bonus for reducing production cost etc. Safety incentives include training the workers, forming a safety committee in an organization etc. Each incentive is meant for a special purpose and if made use of, it can work wonders for the organization.

“What better way to drive people to work harder and more efficiently, you may ask, than to offer them a special carrot: more money for hitting specific company targets? The idea seems perfect. Managers want their employees to pull out the stops on Project X, for example. Employees, confident of their ability to reach if not surpass the goals, start banking on the extra money.” 2

Managers employ this method to attract the employees to work harder and to achieve the organizational goals, however, this system produced horrifying results when implemented by HP. The first 6 months were really enjoyable for all the employees as well as the managers but when the managers moved the target a little on the higher side the negative impact of this system was exposed. The frustration of all the employees was there in front of everyone to see. They could not meet the target as a result of which there were no incentives. This goes to show that this system can be a failure if the managers become too ambitious or set unrealistic goals.

“Pay for performance is a growing phenomenon, according to a Hewitt Associates study that found employee pay raises inching up an average of 3.8 percent in 2008, maintaining the tepid growth of the last few years. Bonuses based on performance, meanwhile, were set to hit a record high this year of 12 percent, as a percentage of payroll, up from 8.8 percent in 2003. Ninety percent of companies offer at least one broad-based variable pay plan, Hewitt found, up from 80 percent in 2006 and 51 percent in 1991.” 3

This paper threw light upon how motivation can turn around the fortune of a company. The ways to motivate people has also been discussed in this paper. A comprehensive guide to motivating employees has been provided in this paper.

Drucker, P., “Management challenges for 21 century, Classic and style”.

Henry Mintzberg, The Nature of Managerial Work , Harper & Row, 1973.

“ Incentive Pay ” University of California. 

Pay for Performance, Entrepreneur.

“ Pay for Performance Does not always pay off ” Working Knowledge.

Straight from the Gut. In Welsh Way.

  • “Incentive Pay” University of California
  • “Pay for Performance Does not always pay off” Working Knowledge
  • “Pay for Performance” Entrepreneur

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