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Motivational strategies for organizations
Motivating Employees ✽ CHAPTER 12
Motivational strategies for organizations
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• Introduction
There are many ways to effective performance management. For example, to manage stress, time, communication, problems and so on. In this essay, I will focus on one of those elements, which is motivation. Motivation plays an important role to increase their productivity. You might have an experience. When you are strongly motivated, you will finish the work earlier, or the result will surpass your expectations. Thus the motivation is deeply related to success. If you were a manager in any companies, you have to consider how to motivate employee in order to improve their performance.
• How to motivate workers?
In my opinion, the most imaginable way to motivate worker can be paying more to whom that marked the better result. It is easy to evaluate person’s work if it is in a sales department, since you can obviously see the sales result with the numbers and you can pay extra for their rewards. However, of course it is not that easy in the real situation in the work place. Since motivating people depends on the person and the situation. In this part, I will discuss how motivation related to effective performance based on the textbook. In terms of the reasons manager should motivate workers, the Expectancy theory, and the bucket analogy.
First of all, why do manager need to motivate their employees? Their motivated people will work in better performance so that they bring you good product quality, and customer satisfaction as your further profit or reputation.
Secondly, A motivator could be a reward, a situation, or a person, but no matter what it is, it has to contain three beliefs; Expectancy, Instrumentality, and Valence. This calls Expectancy theory. When people believe that they can achieve that goal and are capa...
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... as understanding their requirement to the work, I will offer that help each career achievement. To give them opportunities that enjoyable or will be able to construct the skills they want will gain loyalty or motivation. Moreover, as workers accomplish the work, they might feel the importance of themselves. That also motivates them.
• Conclusion
In conclusion, you have to consider several aspects to motivate employee. As follows, according to the textbook, the Expectancy theory, and the bucket analogy. However, you should not pay too much attention that textbook says, because we are dealing with human; every person has different views, opinions and motivations for working. As I studying managerial skills, I fully realized the difficulty of managing people. I wish I could get more and more knowledge, ideas, or skills about to be a good manger from the lectures.
this I will look into a few companies of each and write what sort of
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).
Preview: This book provides a lengthy indoctrination of the what and why of performance management. This summary will cover both the pragmatic and practical pieces of the text; while excluding some of the specific instruction for those who oversee the overall orchestration of performance management in the workplace. The purpose of this paper is to allow its readers to grasp some main themes of performance management and develop a vocabulary for discussion and debate of the topic.
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.
It is important for manager to understand that what motivates the individuals. There are different kinds of motivation theories which reveal that individuals are motivated by different factors. For example there is extrinsic motivation and intrinsic motivation (Amabile, 1993). Extrinsic motivation refers to the motivation that one has for the extrinsic rewards such as pay, status, power, etc. Then there are intrinsic motivating factors such as the chance to exercise one’s skills, the opportunity to learn and personal development. Research suggests that various factors motivate employees in a different degree depending on their nature. It would therefore be important for the manager to understand that what are the motivating factors for individual employees and then provide them incentives accordingly so that they can work in a more productive fashion. Once the individuals work with greater excitement and vigour it would automatically lead to better performance.
Armstrong, M & Baron,2004, Managing performance: performance management in action, CIPD. Bouckaert, G.and J.Halligan 2008. Managing performance: international comparisons. London: Routledge.
One of the most important resources of any organization is its employees, the human resource. This makes it very important that these resources are properly managed; so that they thrive and grow along with the organization. People stream defines performance management as “A process for establishing a shared workforce understanding about what is to be achieved at an organizational level. It is about aligning the organizational objectives with the employees’ agreed skills, competency requirements, development plans and the delivery of results. The emphasis is on improvement, learning and development in order to achieve the overall business strategy and to create a high performance work force”. The performance management process involves various stages such as goal setting, skills development, performance measuring against the set goals, mentoring/coaching to enable employees to focus and achieve their goals followed by assessment of performance and any further development plans as required. Let us look at these steps one by one.
Employee motivation has always been a central problem in the workplace, and, as an individual in a supervisory position, it becomes one’s 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 as how these theories can be used to further strengthen and sustain worker motivation....
The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that’s easier said than done! Motivation practice and theory are difficult subject, touching on several disciplines.
People’s behaviour is determined by what motivates them. The aim of this essay is to discuss the essence of the motivation and psychological strengths, its evolution, a brief overview of the key theories of the employees’ motivation and behaviour analysis. The main task is to understand how motivation affects employee behaviour and to clarify the importance of motivation. In this essay I will discuss and produce definitions and examples to answer the main question of what is the driving force and how do people’s needs influence performance at work?
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations 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).
Performance management is a continuous process that creates a working culture to encourage employees to improve their work performance and reach their full potential during their stay of employment. Performance Management also provides strategic direction, develop competency in employees and instill organization value. This paper will identify methods and affects that performance management plan has on the organization and their employees.
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...
• Think through what you want to address in the meeting, confirm the facts of the performance issue and make sure you know and can describe what happened or is happening
What elements of the performance management cycle in Figure 9-1 (p. 239) are evident in Stewart's comments?