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Motivation within organizations
Motivatinal theory and cultural differences
Compare and contrast contemporary theories of motivation
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Essential changes in the world of management are being experienced in an arbitrary routine. To muddle through such changes, prominence is laid increasingly on individual proficiencies and outcomes. Changes experienced in technology and organization structures at work in recent times require managers and alternatively top officials to improve on their interpersonal skills, and the ever increasing significance of the customer leading to an explosion of practices, techniques and principles that work (Allison, 2006). However, the modern world of management falls short of maintaining an economically favorable balance of productivity against loss costs. Arguably, the most effective albeit most neglected means of motivation requires only occasional genuine demonstrations of management concern and interest coupled with the provision of remedial or corrective actions. In the management world, motivation may be used to refer to the entirety of psychological motives that inducts and directs an employee's behavior in the direction of a goal or objective where the attainment and accomplishment of the goal is equivalent to meeting a need or necessity felt by that person (Certo et al, 2006). Motivation is the base for behaviors and actions that people provide inside the company in regards to the attribute of a specified difficulty that adhere to one classification or another of effective relations (Certo et al, 2006). Thus, to be able to guarantee the efficiency of the contemporary organizations, there is a need to know and understand the components that encourage or demotivate a worker and even more, to apply them. Individual and constructional efficiency is in immediate connection with the immediate execution of the control of recruiting. Thus... ... middle of paper ... ...consider that a unique position must be given to understanding and implementing an encouraging control in order to put in action the motivation of the associates of that company, institution or organization. Works Cited Allison, W. W. (2006). Motivation: Industry's challenge. Professional Safety, 51(5), 60-63. Boyden, A. C. (n.d.). Supervisory motivation and compensation. Handbook of Modern Manufacturing Management / H. B. Maynard Editor in Chief. Certo, S. C., & Certo, S. T. (2006). Modern management. Upper Saddle River, N.J: Pearson/Prentice Hall. Employee Motivation. (2013). Retrieved January 26, 2014, from http://www.bpir.com/employee-motivation/menu-id-71/expert-opinion.html Muscalu, E., & Muntean, S. (2013). Motivation - A stimulating factor for increasing human resource management performance. Revista De Management Comparat International, 14(2), 303-309.
Robbins, S. P., & Coulter. M. (2014). Management (12th ed.). Retrieved from: Colorado Technical University eBook Collection database.
Robbins, S. P., & Coulter, M. (2009). Management (10th ed., pp. 430-436). Upper Saddle River,
Robbins, S. P., & Coulter, M. (2009). Management (10th ed.). Upper Saddle River, NJ: Pearson
Bateman, T.S. & Snell, S. A. 2003. Management: The New Competitive Landscape, Sixth Edition. McGraw-Hill/Irwin, New York, NY.
Motivation is the internal force that affects direction, intensity and persistence of voluntary behaviour of an individual. Motivation can also be understood in terms of an individual’s drive: internal or external as well as their goal setting behaviour. These forms of motivated functioning can easily be observed in organizations. Quantifying a subjective construct such as motivation has been a daunting task for psychologists and researchers who are interested to study organizational behaviours and optimal functioning of employees. It is imperative for organisations to create an environment conducive of achieving desired goals, by consistently motivating their employees to exhibit optimal performance.
Robbins, S.P. & Coulter, M. (2009) Management (10th ed.). Upper Saddle River, NJ: Pearson Prentice Hall
Motivation is crucial to any organization. Consequently, many leaders have attempted to describe the essence of motivation. Dr. Bartel (2016) describes motivation as, “The human force that initiates, guides and sustains goal-oriented behaviors. It is what causes humankind to act to fulfill desired goals.” In other words, motivation is the force within a person that compels
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....
Research has shown that motivation in an employee is an important factor which determines his performance. Motivation is the “driving force within individuals” (Mullins, 2007, p. 285). It is the concerned with finding out the reasons which shape and direct the behaviour of the individuals. The people act to achieve something so that they can satisfy some needs (Gitman and Daniel, 2008). It is important for the manager to understand this motivation of individual employees in order to inspire them and devise an appropriate set of incentives and rewards which would satisfy the needs that they have individually (Kerr, 2003). Once these needs are expected to be met in return for some specific behaviour or action, they would work more diligently to have that behaviour in them and to achieve that objective (Meyer and Hersovitch, 2001). Since it would lead to early and fuller achievement of the company objectives as the individual would work more diligently, it would lead to better organizational performance (Wiley, 1997).
Robbins, S. P., & Coulter, M. (2009). Management (10th ed.). Upper Saddle River, New Jersey: Pearson Prentice Hall. (PepsiCo, 2011)
James A.F. Stoner, R. Edward Freeman, Daniel R. Gilbert (1995), “Management”, 6th Edition, US: Prentice Hall.
One of the most important theories of HRM (Human Resource Management is that of ‘Motivation’. The purpose of this theory is to explain the role of an organisation in order to encourage its people to put in the best of their efforts and abilities in a way that will help further in achieving better outcomes for the business and organisation’s goals(Armstrong, 2001). There are various techniques that can be adopted to motivate people for instance, rewards, punishments, actions to satisfy needs, psychological processes etc. This world is developing at a rapid pace and due to this development and quick changes; new ways of working and managing organisations have emerged. These
Robbins, S.P., & Coulter, M. (2009). Management (10th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
Motivation is the process of getting someone to act on a particular situation. According to (Adelhardt, S, K. 2015, December 2) lack of motivation in the workplace is the most problematic subject for all managers, because it leads to decreasing productivity, performance and yet it increases the chances of employee resignation. Many employers suppose that managers these days are struggling to motivate their employees due to lack of significantly vital experience as well as knowledge in the employee engagement developing process. One of the successful strategies that managers can use to increase employee inspiration is by offering an attractive remuneration and benefits to their employees. Remuneration and benefits such as an extrinsic bonus
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).