I have followed the teachings and inspirations of Les Brown for many years dating back to some of his earliest video recordings and writings. His quoted words, “You gotta be hungry” and “In the prosperous times, you put it in your pocket; in the lean times, you put it in your heart”, have been some of the words that I grew up reciting in an effort to encourage myself and others. Even as a manager today, I continue to rely on much of Brown’s little nuggets of wisdom to encourage and motivate my staff. Often times however, it seems as though I am only succeeding in motivating myself. While I have grown to appreciate, and find Brown’s teaching useful in my day to day life, there are others who view him differently. Some view and criticized
There are people out there in the workforce that believe they are obligated to do their best at their job simply because that is what is expected from all of us as humans. On the other hand, there are those out there that want to only do as much as they can get away with doing. No matter which one of these employees you are or are working with companies and employer's need to understand the concept of motivation.
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.
What is motivation and how can the sense of motivation modulate your existence for the top.
Psychology test do not have to be a stressful thing; test scores can go up with just a few changes by the professor. In Drive: The Surprising Truth About What Motivates Us, Daniel H. Pink explains that Motivation 3.0 Autonomy is giving a person the freedom to do things in their own way which produces better result because Motivation 3.0 “presumes that people want to be accountable-and making sure they have control over their task, their time, their technique, and their team in the most effective pathway to the destination” (105). Psychology professors should consider giving their students more autonomy with regards to test taking so that the students can choose the method that best fits their learning style. Professors can do this by giving the students options on what style of test they want, where they would like to take it, and how long would best fit them.
CEO Johnston also has plans to bolster the company’s leadership with the best minds available and also use motivational techniques to invigorate his employees. These ideas show the character of the CEO in enhancing productivity from his work force.
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...
The key to understanding what employees’ motivations are, and how managers can support them in their aims and objectives, is to understand that different people are motivated by different things. Managers should make a conscience effort to stay in touch with the interest, skills and abilities that their employees possess. Given the opportunity, it is possible that employees can provide valuable information about how to motivate each other to do a better job.
There is no shortage of motivational theories, just as there is none for leadership theories; however there are a few particularly important ones. It is interesting to note that even some of the most notable ideas of motivation are nothing more than untested hypotheses with simple anecdotal observations as a backbone that has served for years of...
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
Motivation is therefore the force that transforms and uplifts people to be productive and perform in their jobs. Maximising an employee's motivation is necessary and vital to successfully accomplish the organisation's objectives and targets. However this is a considerable challenge to any organisation's managers, due to the complexity of motivation and the fact that there is no ready made solution or an answer to what motivates people to work well (Mullins, 2002).
Motivation is best defined as the needs, wants, and beliefs that drive an individual. It is the basis of what people work for and keeps them doing things they otherwise would never do. People act in a whole new manner when they are motivated by something. Motivation gives them a whole new perception of the task at hand. Motivation is not always positive though, and it does not always just come from one place, for example, your boss. Motivation can be negative by not receiving something, and contrary to popular belief it is not always money that motivates people to do what they do. People have different needs, wants, and desires and the finding what is most important to those individuals is the key to motivation. People and companies have used countless techniques and approaches to motivate others and employees, but what works for one person does not necessarily work for the other.
He strongly believes that self-motivation is the key to success for any individual and therefore advocates that every employee invest time in finding what makes them happy and to focus more on making a difference and less on running towards titles and defined roles.
Les Brown is a Motivational Speaker, Speaking Coach & Best-Selling Author, loving father and grandfather, whose passion is empowering people to have a larger vision for their lives. Mr. brown straight from the heart, energetic, passionate messages motivates and engages all audiences to step into greatness, providing them with the motivation to take the next step toward living their dream. Les Brown's sense of humor has impacted many lives. His life itself is a true testament to the power of positive thinking and the infinite human potential. Adopted at six weeks of age by Mrs. Mamie Brown, Les still claims, "All that I am and all that I ever hoped to be, I owe to my mother". "My mission is to get a message out that will help people become uncomfortable with their mediocrity. A lot of people are content with their discontent. I want to be the catalyst that enables them to see themselves having more and achieving more." He said.
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.
Keeping workers motivated in today workplace can be not just a job, but also an adventure. In many organizations this is a challenge because the workplace is made up of a diverse cultural environment. Managers are still the driving force for any business and the responsibility and demand to ac...