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Motivational issues in the workplace
Research proposal on impact of motivation on employee performance
Research proposal on impact of motivation on employee performance
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Many business managers today are not aware to the response that motivation can have on their business. The size of the business is not a factor when considering motivation: whether you’re trying to get full potential from one hundred or an individual everyone is in need of some form of motivation. It is something that is tackled differently by different organisations and the reasonability of its integration lies with all the supervisors of staff. However, it is the owner who must introduce motivation as a way to attain the businesses goals. It is key to understand the various tactics that managers and supervisors will use to motivate there working staff also why it’s important to initiate extrinsic and intrinsic motivation into the work place. “There is only one way…to get anybody to do anything. And that is by making the other person want to do it” Dale Carnegie. It is firstly important to understand what motivation is? It’s the force that makes us do things: this is a result of our individual needs being met so we have inspiration to achieve a task. These needs change from each individual as everybody has their separate requirements’ to motivate themselves. “Every individual is unique and will respond differently to attempts to motivate him or her” (Bratton 2010 pg 210). When we suggest factors that determine the motivation of employees, the majority would instantly think of extrinsic motivation (higher salary). This is correct for the reason that some workers will be driven by money, but mostly wrong for the reason that it does not satisfy others as some people favour the intrinsic route were personal achievement or praise might be enough. This reinforces the statement that motivation is a personal characteristic, and not a one... ... middle of paper ... ... work as good as possible. Ultimately the general work staffs of a business is the engine room to any organisation and any good leader will know that keeping the engine running smoothly is key for any attempted movement forward for the business. This is why motivation is key to success whether it be content or process motivation. “We cannot afford to underestimate the extent to which our economy depends on maintaining the motivation and improving the ability of the workforce” Sir Brian Wolfson (Chairman of IIP UK) Human Motivation, David C. McClelland (1987) How to Motivate Every Employee: 24 Proven Tactics to Spark Productivity in the Workplace, Anne Bruce (2002) Maslow, A.H. (1943), a theory of human motivation. Psychological Review, regananddean.com Employee-motivation-skills.com Bizhelp24.com Cultureconsultancy.com
Motivation in the workplace can be inspired on the team level or individual level. Both of these levels can be determined through the primary factors, intrinsic or extrinsic motivation.
Goals and desires require an individual to be motivated to move from one state of being to the next. This motivation encompasses the emotional, cognitive, social, and biological drives that trigger behavior. Accordingly, the word motivation befalls the frequently used description of why an individual achieves a goal, and the word motivation comes from the Latin word movere, which means “to move.” Therefore, motivation stands as the state that “moves” an individual to behave in certain ways. For example, when a person is relaxing on the beach on a warm summer day and begins to feel hot, the physical need to cool down might cause a person to stand up, go to the water for a dip. If the heat is great enough, the person might even leave the beach
Many business managers today are not aware to the response that motivation can have on their business. The size of the business is not a factor when considering motivation: whether you’re trying to get full potential from one hundred or an individual everyone is in need of some form of motivation. It is something that is tackled differently by different organisations and the reasonability of its integration lies with all the supervisors of staff. It is essential to understand the various tactics that managers and supervisors will use to motivate there working staff, also why it’s important to initiate extrinsic and intrinsic motivation techniques with the correct work design into the work place for optimum results. “There is only one way…to get anybody to do anything. And that is by making the other person want to do it” Dale Carnegie.
Robbins and Judge define motivation by means of three elements. The first element is defined as being the process that account for an individual’s intensity which is concerned with how hard a person tries. The second element is direction that benefits the organization and the third element is persistence which is a measure of how long a person can maintain effort. Motivation is also driven by certain situations that vary between individuals and within individuals, at different times. (Robbins & Judge, 2007, p.186) These elements should not only be expected from employees but from managers as well.
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).
Employees can motivate in different ways basic sources for the motivation is needs, interests, ideals, habits, and value all these factors influence the employees choosing their work and productivity. Commonly using motivating tools are reward system, financial benefit, job security, growth and promotion opportunities etc. second half of 20th century there many theories for the motivation origin classical approach mostly about the factors which motivate people .Maslow’s hierarchy of needs and Herzberg’s Motivation- Hygiene Theory .the current approach is which explains more detailed these are Vroom’s expectancy theory, McGregor’s X-Y Theory, Adams Equity
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 the reason or purpose behind action, or what causes one to act in a particular manner. Motivation can either be intrinsic or extrinsic in nature, yet it rests solely within the power of the individual actor to be motivated (or not) by intrinsic and extrinsic motivators. Motivation is an extremely important topic of discussion in the larger discourse on leadership. It is important because it provides the basis for human action, or inaction. Leaders must be able to understand what motivates their followers in a hope to use that knowledge to guide them to behave in a certain way that is beneficial for the organization. To do so, it behooves leaders to understand the basic concepts and theories of motivation that abound.
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.
Motivation and its centrality to successful business practice Motivation Motivation is a key factor when managing any business. Motivation is important for a high productivity level. Productivity measures the relationship between the inputs into the business and the resulting output: There are several ways of measuring productivity: * Output per worker * Output per hour / day / week * Output per machine (if the business includes machinery). Unit costs divide the total costs by the number of units produced Unit costs = Total Costs / Units of output Stock levels A business will usually set itself a level of finished goods that it should receive.
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).
“Motivation often is described in terms of direction (the choice of one activity over another), intensity (how hard an employee tries) and persistence (how long an employee continues with a behavior, even in the face of obstacles or adverse circumstances). Motivated employees work harder, produce higher quality and greater quantities of work, are more likely to engage in organizational citizenship behaviors, and are less likely to leave the organization in search of more fulfilling opportunities” (Sadri and Bowen, 2011 p.44). “Motivation is the desire within a person causing that person to act” (Mathis and Jackson, 2011, p.157). Motivation comes from within each one of us in the form of: thoughts, beliefs, ambitions, and goals; motivation has fascinated researchers since the early 1900’s. There are many theorists and theories that have been documented and studied over the course of time in an effort to define, explain, understand, quantify, and impact workplace motivation. For the purposes of this paper, content and process motivation theories will be compared and contrasted, I will choose the most meaningful theory as it relates to designing rewards, describe intrinsic and extrinsic motivators, personally describe what motivates me and finally, reward practices found to be demotivating.
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.
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...